Model essay on summary of human resources work

In 20 13, with the concerted efforts of all employees of the company, the company's annual general goal has been completed one month ahead of schedule, and the morale has greatly increased, which is a perfect flower. This year, the work of the human resources department mainly focuses on recruitment, training and corporate culture construction. Let me summarize from the following aspects:

First, the company's basic human resources analysis.

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.

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 20 13, the company focused on operation, and the number of employees in the product operation department increased, reaching 56% of the total employees.

Analysis of educational background structure;

As shown in the figure, more than 77% employees in the company have bachelor degree or above, and more than 90% employees in the general manager's office, product operation department and personnel administration department have bachelor degree or above. The new employees recruited in 20 13 require bachelor degree or above, except for some design positions. College education is mainly concentrated in the operation and maintenance department, and there are only a few secondary schools and below, one of which is an administrative cleaner.

Analysis of age structure:

The average age of our company is 65,438+0.4 years old, which reflects that our company is in the growth stage. /kloc-employees under 0/year old account for 48%, mainly in the product operation department. Because of the adjustment of the company's work focus, the number of employees in the product operation department has increased this year, and the turnover of personnel is relatively large. Judging from the age data of other time periods, the distribution is relatively stable and there is no obvious flow, indicating that the basic level of the company's development is relatively stable.

Analysis of age structure:

The average age of the company is less than 27 years old, all under 40 years old, relatively young and full of vitality. In the age structure of the company, employees under the age of 30 account for a large proportion, accounting for 84%, mainly concentrated in the product operation department, and all of them are undergraduate graduates. The company will intensify training as a reserve force for the company's development and growth. Employees aged 30-40 account for 16%, and most of them are core employees and backbones of various departments, and most of them are middle and senior managers. Combined with previous academic qualifications, the middle and senior managers of the company have higher academic qualifications. They are in the golden age of their lives, and their outlook on life and values tend to mature. They can strengthen the edification of corporate culture, establish the talent training mechanism of mentoring system, and promote the development and growth of the company.

Composition of gender ratio:

There is a big gap between male and female employees in the company, with 88% male employees and 12% female employees. Moreover, female employees are mainly concentrated in the personnel administration department and product operation department, and the technical departments such as senior management, R&D and operation and maintenance in the general manager's office are all male employees.

Second, the recruitment work summary, related data analysis.

1, recruitment completion rate analysis.

As shown in the figure, except for the recruitment completion rate of the operation and maintenance department, the recruitment of other departments has not been completed. In the next 1 month, we should continue to pay close attention to recruitment and strive to achieve the annual target.

2. Correlation analysis of the number of recruits.

As shown in the figure, there were 1 127 telephone interviews this year, and 406 people were actually interviewed, accounting for 36.02% of the telephone interviews, which was related to the telephone call and the writing of the interview invitation email. We should optimize the contents of telephone calls and invitation emails to attract candidates to attend the interview. In addition, in 20 13, the most recruited position was the operation specialist of the product operation department. Most of these employees are selected and hired from 20 12 -20 13 graduates, and many interviews "stand out"; There were 65 qualified interviewers, accounting for 16.0 1% of the actual interviewers. It is necessary to strengthen the screening of resume accuracy and improve the discrimination and professionalism of the interview; 52 people were hired, accounting for 80% of the people who passed the interview. The reasons for not applying or not hiring are mainly due to the personal consideration of the candidate, including salary and industry choice, and mainly concentrated on the operation specialist. 40 people passed the interview and 33 people were hired. Mainly the students who have just graduated for one or two years are confused, have many choices and are unstable. 47 people passed the probation, accounting for 90.38% of the employed people. The main reason for the unqualified trial is that it can't adapt to the corporate culture of entrepreneurial companies and can't keep up with the fast pace of the company. The failure rate of less than 10% shows that the interview accuracy is high, the check is strict, and the assessment and follow-up during the probation period are in place.

3. Analysis of recruitment channels.

The company's recruitment channel is mainly online recruitment. 99.9% of the recruitment source websites are Carefree Future, Zhaopin Recruitment and cjol, and only a few positions are recommended internally. The middle and senior levels of the company are relatively stable, the number of recruits is very small, and headhunters are not needed; Recruitment positions and numbers are also adjusted at any time according to the company's business development. Entrepreneurial teams need employees who can get started quickly and adapt to their jobs as soon as possible. Considering the size of the company, it is useless to start campus recruitment. On-site recruitment, media advertising and other recruitment channels are not suitable for the company's recruitment needs at this stage.

Taking the position of operations specialist as an example, the actual number of interviewers and qualified interviewers of the three online recruitment websites are compared as follows.

For the position of operations specialist, the total number of resumes provided by the three major websites is 207, among which the resumes of Worry-Free Future and cjol are more in China, accounting for 42% and 40% respectively, and Zhaopin has the least recruitment, accounting for 18%, which is quite different. Judging from the interview qualification rate, there is little difference among the three major recruitment websites.

Internal recommendation channels can not be ignored. This year, the group headquarters recruited a sales director and a strategic promotion director, which were recommended by internal staff. Follow-up meetings will attach importance to internal recommendation and continue to implement the "Internal Talent Recommendation Award".

In addition, the construction of the company's talent pool was improved in the second half of the year. In addition to the resumes of employees on the job, resumes that have passed the interview, etc. There are also "blacklists", such as individual "interviewers" and those who failed to report for duty without justifiable reasons and failed to communicate and explain.

4. Analysis of turnover rate.

(1) Turnover rate of new employees. This year, the company has 48 new employees, leaving 12, and the annual turnover rate of new employees is 25%.

(2) The turnover rate of key positions. The key positions of the company are mainly R&D project manager, product manager, operation supervisor and designer. The turnover rate of these positions is 0, which shows that the retention rate of key positions and core employees of the company is high and the team cohesion is good.

(3) Analysis of the turnover rate of each department.

As shown in the figure, except for the general manager's office and the operation department, the turnover rate of other departments is very high, especially the turnover rate of the product operation department, which is as high as 6 1.76%.

Reasons for leaving the company and improvement measures;

As shown in the figure, 63% of employees quit voluntarily, and 44% of them are due to personal reasons, mainly including employees' inadaptability to the pace of entrepreneurial team, dissatisfaction with salary and benefits, lack of development space, and personal career change. Voluntary resignation due to company reasons mainly includes the shelving of company projects, low sense of belonging of employees to the entrepreneurial team, and imperfect system. Passive resignation accounted for 37%, mainly because it could not keep up with the company's development pace and was dismissed after failing to pass the trial.

The turnover rate of the product operation department is as high as 6 1.7%, of which 48% are passive turnover, some are new employees who failed the probation, some are partially eliminated after the company's operation adjustment, and 52% are active turnover, including the inability to discuss salary change, personal career change, and entrepreneurship. In addition, 52% of the resigned employees are new employees who joined in 20 13 years.

Improvement measures:

(1) Optimize the recruitment process. Do a good job in manpower planning in advance, improve job descriptions, establish a post competency model, and hire talents who meet the post requirements. When determining the offer, make clear the salary and job responsibilities before and after the probation period with the applicant as much as possible, so as to avoid the psychological gap caused by the failure to negotiate the salary and salary of full employment, and the difference between the actual job responsibilities and the interview. Fully respect the candidate's career choice, not reluctantly.

(2) Perfecting the company system and humanizing it as much as possible; Organize more employee activities to increase team cohesion. Department managers and HR should always pay attention to the psychological dynamics of employees and guide and communicate in time.

Third, the training work summary.

In 20 13 years, the company's training is mainly internal training, and there is basically no external training. The focus of internal training is the induction training for new employees, and the specific contents are summarized as follows:

1. Implement and optimize the "partner system".

The "partner system" is actually similar to the tutorial system. The main responsibilities of the "partner" include:

On the day of employment, get to know the heads of all departments and all colleagues in the department.

Within one week of joining the company, the "partner" will guide you to have lunch with you in the first week and familiarize you with the living facilities such as transportation, catering, shopping and medical care around the company;

Within one month of joining the company, the "partner" will guide you to understand the company's culture, system and process, and you can seek the help of the "partner" as soon as possible if you have any needs in your life or work process.

Before employees join the company, they will determine the "partners" with the department heads in advance. This year, in the arrangement of "partners", most of them will choose the head of the team to bring new people directly. Previously, it was mainly related to work arrangements. In addition, in the second half of the year, the company added a "communication meeting between partners and new employees", which was held every two weeks. Participants are probationary employees and their "partners", and employees will not attend this meeting after they become full members. The main forms are: speeches by new employees, mainly including "key work", "personal feelings and experiences" and "main problems and suggestions"; Partner comments: comment on the work and performance of new employees this week and give guidance. HR will record every new employee's speech, set up a ledger and follow up the problems mentioned in it.

2. Regular induction training for new employees.

The induction training for new employees mainly consists of three parts: guidance on the day of induction, department-level training organized by department heads and company-level intensive training.

In 20 13, * * * organized six induction trainings for new employees, with 48 participants. In principle, induction training for new employees is held once a month. However, there are not many new employees in some months, about eight, so we will hold a company-level intensive training as appropriate. Considering that it may take more than one month for some employees to participate in company-level training, the training content has been adjusted, and the guidance on the day of entry will be more detailed than last year, mainly to let employees know the basic system of the company.

What needs to be improved: The orientation training of new employees is the key point, but at the same time, it is necessary to strengthen the operation process training of business departments and the training of business-related theoretical knowledge.

Fourth, organize corporate cultural activities.

1. Establish interest association. Such as: Basketball Association, Badminton Association, Football Association, Table Tennis Association, Outdoor Mountaineering Association. Among them, the organization frequency of badminton association activities is basically once a week, except holidays, others will book one game every Friday night, and there are 36 * * * events on 20 13, with per capita consumption of 27 yuan/time. The activity frequency of other associations is very low.

2. Afternoon tea plan. The company holds afternoon tea every Friday afternoon. The music starts at 4 pm, stops at 4: 30 pm, and afternoon tea ends. The company will provide drinks, refreshments, fruits and sweets in the leisure area.

3. Cooperate with the construction of WeChat public platform of the group company. Wechat platform will regularly push the dynamics of the group's branches to all employees, and also set up a group of group correspondents.

In the construction of corporate culture, the company relies more on the implementation and publicity of the group. On this basis, it reflects the uniqueness and difference of the company, and pays attention to humanized employee care and team cohesion. In the future, more activities will be organized to mobilize the enthusiasm of employees and let other societies with low activity frequency take action.

In 20 14, the work of human resources department will continue to combine the company's strategic development plan, make human resources planning in advance, constantly improve and optimize on the existing basis, and strive to build an invincible entrepreneurial team full of vitality and cohesion!