Summary of the work of the Personnel Administration Department

5 work summaries about the Personnel Administration Department

I entered the company and worked in administrative clerk, human resources management and other positions. In the past five years, based on the position, we have continuously strengthened business learning and strengthened business skills. The following is a summary of the work of the Personnel Administration Department that I compiled for you. I hope it can help you!

Summary of the work of the Personnel Administration Department 1

Since the establishment of the Personnel Administration Department We have always followed the guideline of “promoting human resources work in small steps” and have built a relatively systematic human resources management system to this day. Combined with the guiding opinions of the company's leaders, the work policy for 20__ is to "comprehensively enhance the value of human resources management and realize the transformation from service business to promotion of business development." The main work achievements of each module are as follows:

1. Overview of the main achievements in 20__:

1. Recruitment: starting from scratch, starting with company brand building: developing through multiple channels such as online advertising Increase our company's recruitment advertising and promotion efforts to attract a certain variety of talents.

2. Training: Train department employees to improve employee service quality; compile a series of employee training materials.

3. Salary: Establish a salary system, combine salary surveys, and set reasonable salaries.

4. Performance appraisal: Establish a simple appraisal system to warm up for the comprehensive 360-degree performance appraisal; set year-end appraisal indicators to improve the quantification rate.

5. Corporate culture: Innovate cultural activities and create a warm working atmosphere.

6. Employee relations: Through various interviews, timely grasp the mentality of employees and provide guidance; manage various changes and provide personnel data for reference in personnel decisions.

7. Administrative logistics: planning, procurement, deployment, and management of the company's office supplies and fixed assets; vehicle dispatching and management; organization, preparation, and management of the company's activities. Management of various certificates and seals:

2. The specific performance in 20__ is as follows:

1. Recruitment: In 20__, use 51job, 58.com, Ganji.com and other websites to participate The school holds free job fairs to maintain information exchange with various talent markets and try its best to meet recruitment needs. The job information of each website is refreshed every day, and relevant information can be released or suspended in a timely manner according to the recruitment progress of each department to ensure the effectiveness of external information. Organize and follow up on all aspects of the recruitment process, conduct phone calls with approximately 400 people, organize interviews and re-examinations for each position, and hire people.

2. Training:

(1) Internal employee training: provide training opportunities to department employees, improve the professional skills of employees in each module of the department, create cross-module job opportunities in a timely manner, and cultivate Comprehensive HR skills for employees. Pay attention to improving the service awareness of department employees and ensuring service quality

(2) Training of new employees of the company, compiling a series of training materials such as "New Employee Handbook" and "5S Management" to help new employees of the company quickly understand the company. Be familiar with internal processes and improve work efficiency.

3. Performance appraisal: Manage employee attendance data to provide a reference for the company's management of employees; formulate monthly assessment indicators for the investment department, improve the quantification of company management, and promote investment performance. Formulate the company's annual assessment indicators for outstanding employees and excellent teams, and assess employees equally in order to reward outstanding individuals and teams. At the same time, through assessment, employees can realize their own strengths and weaknesses, develop their strengths, and improve their shortcomings.

4. Administrative logistics: The Administrative Department has conscientiously performed its work responsibilities based on actual work conditions, strengthened coordination and communication with other departments, and has basically standardized the basic management work of the Administrative Department, and achieved high quality and efficiency in related work. , creating good conditions for the company's various tasks, turning passive into proactive. We strive to consider and serve the key points, difficulties and hot issues of the company's work first.

In particular, the administrative department is responsible for the daily work of warehouses, procurement, vehicles, office supplies control, and office equipment maintenance and upkeep. The work is planned, implemented with measures, and completed with records, and is proactive. Daily work and temporary matters assigned by leaders are basically handled in a timely manner and timely feedback is provided, and matters are cleared on the same day. In assisting and cooperating with the work of other departments, we also insisted on being positive and enthusiastic without being offside. Work summary of the Personnel Administration Department 2

20__ is a year of stable development for the company. The company's development is closely related to the improvement of employees' professional knowledge, service skills and professionalism. The company is responsible for organizing training for company employees in accordance with the requirements of the gjb9001b-20__ quality management system document "Human Resources Control Procedures".

Training courses are divided into four categories: business management training, business knowledge training, professional qualification training, and quality management system knowledge training.

1. Mainly completed training in the following aspects, with specific contents as follows:

a. Organized and implemented business management training for current employees. The heads of each department are responsible for formulating relevant training plans, curriculum preparation, organization and implementation, effect evaluation, etc., and providing on-the-job training to relevant personnel. The Personnel and Administration Department supervises the training courses. In x year, the company organized enterprise management training ***x times, with a training sign-in rate of 100, a training assessment rate of 100, and a training pass rate of x.

b. Organize business knowledge training for current employees based on their job responsibilities and employee knowledge and skills. Each training department uses various teaching methods such as direct infusion of knowledge, case analysis, interactive Q&A, etc. to enrich the teaching content and improve the vividness and employee participation. The training results and the professional skills demonstrated by employees in future work prove that the training effect is obvious. In x year, the company organized business knowledge training ***x times, with a training check-in rate of 100, a training assessment rate of x, and a training pass rate of x.

c. Cooperate with the revision of system documents and actively arrange relevant training. The version change of the company's quality management system documents has been successfully completed, and the revision and formulation of system documents is an important part of the company's work. The Personnel Administration Department actively organizes personnel from various departments to participate in training on the modification of their work content. This time we organized the version change training, ***x employees participated in the training, the training sign-in rate was 100, the training assessment rate was x, and the training pass rate was x.

d. Establish personal training files for company employees. Establish employee education and training files. The purpose is to improve the systematization and consistency of training work.

Compared with last year, the training work in x year has achieved certain growth in terms of the number of training projects, the number of training courses held, and the number of people trained. x number of trainings were organized throughout the year in

2. Problems and deficiencies in training:

a. The training needs and planning of the company organization need to be strengthened.

b. The training effect needs to be improved, and training and assessment must be in place.

3. Improvement methods:

In 20__, on the basis of summarizing the training management experience in Improve training management from the following aspects:

a. Develop training objectives and requirements that meet the needs of the company's employees based on the company's situation.

b. Standardize the operation of training projects and enhance the effectiveness of the company’s training management.

c. Increase the refined management of training work, and comprehensively record the training of company personnel, so that every training of the company can achieve good training results. Summary of the work of the Human Resources and Administration Department 3

1. Main work content of administrative logistics

1. Responsible for implementing the leadership instructions of the group-level Xi'an Office. Do a good job in liaison and communication, and provide timely feedback to leaders; supervise and inspect various tasks and plans.

2. Responsible for drafting work plans and other important documents according to the group's development strategy and the instructions of the leaders of the Xi'an Office.

3. Responsible for the daily administrative affairs management of the company and assist the general manager in handling daily work.

4. Organize and arrange meetings in Xi'an or related important activities, keep meeting records and compile meeting minutes.

5. Responsible for sending, receiving, registering, circulating, and giving instructions to the company's correspondence, and preparing, reviewing, delivering, urging, and inspecting official documents.

6. Responsible for company work and legal affairs as well as the storage of important documents and files.

7. Properly keep and correctly use the company seal (company administrative seal) and letter of introduction.

8. Responsible for reception at the front desk, greeting and seeing off guests, and other hospitality work.

9. Responsible for the maintenance and management of the company’s office equipment and facilities.

10. Assist the information department in the overall development of information systems and improve administrative office efficiency.

11. Responsible for the logistics support of Xi’an Office. Sanitary cleaning, telephone switchboard services, etc.

12. In order to enrich the cultural life of employees, organize and arrange various cultural and sports activities and tourism activities.

13. Complete other tasks assigned by the general manager.

2. Department self-construction

1. Improve department organizational functions and complete department staffing;

2. Improve the professional skills and business quality of administrative practitioners;

3. Improve the quality requirements of the department’s work;

4. Successfully complete the department’s goals and various tasks assigned by the company.

3. Cost Control

1. Reimburse expenses according to the budget plan, and implement it reasonably, economically, on time and accurately

2. Approval of administrative expense reimbursement

3. Prepare and adjust department budget plans

4. Unify the purchase of goods

4. Public relations and customer reception

1. Supervise all staff to always use enthusiasm as the principle and do a good job in all aspects of reception in a courteous and courteous manner to ensure that the reception effect is continuously improved.

2. While ensuring the public relations and reception effects in advance, we will save public relations and reception expenses as much as possible to reduce the company's overall operating costs and increase profit levels.

3. Adjust the reception staff allocation of various companies and departments in the Xi'an Office, select high-quality personnel to enrich the public relations force, and do a good job in public relations and reception.

__Group Xi'an Office

Summary of the work of the Human Resources and Administration Department on December 21, 20__ 4

For the property company in the first half of 20__ It has been a bumpy half year, and we have experienced many setbacks and confusions, but it has also been a progressing half year. From the setbacks and confusions, we have learned from the pain, summarized and analyzed experiences and lessons, which has made us clearer about the direction and ideas of management, and Learn, develop and apply in actual management, and all work is basically carried out as scheduled according to the established plan.

The main work of the first half of the year is summarized as follows:

Personnel and Administration Department

1. Summary of the work of the first half of the year;

1 Continue Improve the company's various rules and regulations and further improve the company's standardized operation level;

On the basis of the company's original system, the "12-hour work system", "Document Management System", and "Attendance Management System" have been improved , "Procurement Management System", "Model House Management System", "Staff Canteen Management System", "Staff Dormitory Management System", etc., involving management systems and normative documents for people, finances and materials.

1.1 Starting from this year, all documents of the property management company will be managed by the Personnel Administration Department, which has realized the registration and management of document process, ensured the efficiency of document transmission and approval, and strictly controlled the document process. The personnel and administration department is responsible for the unified distribution, which strengthens the efficiency of internal document circulation and timely transmission of information.

1.2 In the plan at the beginning of the year, the company's systems and updated parts should have been sorted out and compiled in March. Due to the busy work of each department, insufficient attention was paid to it, and the completion speed was not as fast as expected. Effect. In June, the Group's Human Resources Department took the lead in compiling the property company's systems and put forward new requirements for each department and position. Currently, the company-level systems and operating specifications have been completed. In response to the existing problems such as poor execution, insufficient sense of responsibility, and slow response to business processing, we have launched the "24-hour response system", "Community Inspection System", "Complaint Handling Process", "Employee Courtesy and Etiquette Standards" and other improved services level related systems.

2 Personnel Management

2.1 Staffing:

With the acceptance and takeover of the second phase and the intervention of Yicheng, based on actual needs, the staffing was carried out as follows Adjustments:

2.2 Personnel Recruitment;

In the first half of the year, the property company basically completed its recruitment tasks through newspapers, websites, on-site job fairs, employment agencies and other channels. The personnel changes in the first half of the year are as follows:

Note: June is not included in the statistical scope because it has not yet ended.

2.3 Personnel expenses

Summary salary schedule from January to May

2.31 "Security Guard 12-hour work system"

In the second phase of adding security positions without increasing the number of positions, the "12-hour work system for security guards" was implemented and the salaries of security guards were adjusted. After two months of trial implementation, security guards have basically been able to accept the adjustment, and there has been no abnormality in departmental staff turnover. The situation of vacant posts caused by insufficient staff has been basically solved, and the large amount of overtime accumulated in the second half of last year has been gradually digested.

2.32 Paid service commission system

As the occupancy rate of the second phase increases, the demand for paid services gradually increases. On the basis of not increasing the number of cleaning staff, we will try to provide paid services to employees who take breaks, and the paid service charges will be given to employees as salary commissions based on the standard of...yuan/hour. The purpose is to reduce overtime hours, control labor costs, and improve employee motivation.

2.4 Employee Training

In the first half of the year, new employees’ coverage of the "Employee Handbook" and company system training was 100, and each department conducted business training an average of 1-2 times a week. Individual business department managers participate in the development activities of the Sunshine Team. In April, we organized employees above the supervisor level to visit... to learn from other people's management experiences and identify their own shortcomings. Employee training files, training course plans and related training materials have been initially established and are planned to be implemented in the second half of the year. Due to the lack of dedicated personnel, the training work is carried out part-time within the department. There are problems such as the training content is relatively simple, there is a lack of cross-training between departments in the organization, and no systematic training materials and operating specification documents have been established. This time, all departments have improved their operation manuals, which also laid the foundation for training in the second half of the year.

2.5 Implement performance appraisal

In January, the Security Department first piloted the "Security Guard Performance Appraisal Method" and formulated the security guard levels and corresponding salary standards. Through performance appraisal, employees are mobilized to continuously improve their work standards and their own qualities, and provide opportunities for promotion and salary increases. The performance appraisal departments that have been implemented successively include customer service center and fleet.

At present, performance appraisal work has not been fully covered, and the intensity and effectiveness of promoting performance appraisal have not achieved the effect of truly motivating employees. Analyzing the reasons, the main reasons are as follows: 1) The work objectives are not clear and the actual operation specifications are not established. 2) There is a high turnover of management personnel and management methods change frequently. 3) Inadequate process management from establishing performance appraisal standards to appraisal results. 4) Employees have limited understanding and recognition of performance appraisal.

3 Administrative Management

3.1 Staff Canteen

3.11 Faced with the staff canteen where employees’ opinions are relatively concentrated, after multiple opinion surveys, it was determined that most employees The taste, food hygiene, portion size, dishes and meal times have all been adjusted according to the needs of different shifts in each department and the opinions of employees. At present, employee satisfaction is basically above 95%.

3.12 In the staff restaurant income and expenditure report in May, the realized package meal expenses include all expenses for restaurant electricity, monthly personnel expenses, tools, material procurement expenses, and herbal tea and sugar water twice a week in summer. , reasonably reduce costs on the basis of employee satisfaction.

3.2 Warehouse Management

3.21 By formulating the "Material Acceptance System", "Purchasing Management System", etc., we first strictly control the quality of materials starting from the material acceptance link, which increases the number of business operations. The department sends personnel to assist in the inspection process to reduce the occurrence of substandard products. Secondly, increase the warehouse's responsibility for material management, compare the price and quality of purchased materials with historical prices and the quality of original materials, and strictly control them. If they are not up to standard, they will be returned.

3.22 In order to cooperate with the Finance Department in the cost allocation work, the use of engineering materials should be clearly listed in the monthly inventory list where each material is used and where the cost belongs.

On 3.24, the management of items in the model house was added. The Joint Materials Department conducted a thorough check and counted the losses, wrong accounts, damage, etc. During the many model house moves, the warehouse participated in the packing, counting, handover, storage and other tasks of items, making up for the incomplete list of items in the previous model houses. In the asset inventory jointly conducted by the Group's Finance Department in the first half of the year, the accounts and goods in the administrative and engineering warehouses were consistent.

3.3 Fleet Management

3.31 Based on the main reasons for complaints and existing problems in the fleet in the first half of the year, the "Driver Reward and Punishment Regulations" were formulated, assessments were conducted on a quarterly basis, and safe driving was launched award. Drivers who complain to owners will be punished, and the driver himself will explain and apologize to the owner, so as to increase the driver's attention to service standards.

In the first half of 3.32, owners gradually put forward the demand for paid car services, including car rental and driver rental. In order to standardize operations, paid service standards have been formulated to meet the needs of owners and generate income from services without affecting normal operations.

3.4 Procurement Management

In the procurement work in the first half of the year, the planning of procurement was improved, the procurement work of each department was basically completed, and the prices were verified in a timely manner. Humbly learn product knowledge from the business department. In large-volume purchases of uncertain quality and price, work with the head of the business department and the material department to go to the purchasing market to set quality and price standards at the same time. The evaluation of engineering material suppliers in the first half of the year was completed, and based on the recommendation of the business department, a new material supplier was adopted, and the price was reduced.

3.5 Model House Management

Since January, the Personnel and Administration Department has officially taken over the model house and re-formulated the "Model House Management System" based on the original operating specifications of the cleaning team. 》 and cleaning and hygiene standards, the employees in the model house have been comprehensively trained according to the cleaning standards, and the responsibility for the storage of items in the model house has been assigned to individuals. In the six months since it took over, only two small decorative items have been missing. Actively communicate with the marketing department, inquire about issues that need improvement in the model house, make timely adjustments and actively cooperate.

3.6 Actively cooperate with the business department

3.61 Gas distribution

In view of the gradual increase in gas distribution volume in the community, the original distribution method was that the administrative department was responsible for gas distribution, The security guard is responsible for delivering it to the owner's home. There are safety issues that consume manpower, material resources and store gas. Now we have re-signed a distribution agreement with Zhenrong Gas Co., Ltd., and the gas company will be responsible for direct door-to-door delivery within 24 hours, reducing the investment in manpower and material resources, solving the storage problem of gas reserves, and improving service efficiency.

3.62 Community Garbage Cleaning

The original way of clearing and transporting green garbage and domestic garbage was to be handled by villagers and sanitation stations respectively. There was a phenomenon that the cleaning was not timely and the cost was high. After adjustments, the greening waste will be transported to remote locations in the third phase for natural decay. The domestic waste has been renegotiated, which has basically solved the current garbage removal problem and achieved the goal of reducing costs.

3.7 Annual Advanced Employee Selection

Based on the actual work performance of employees last year, the selection of annual advanced employees was organized and participated by managers of various departments

At the special meeting, 18 outstanding employees of the year were identified and selected, and commended and rewarded.

3.8 Organize the 20__ annual spring tea event

In April, organize the property company's annual spring tea event, summarize the problems existing in the work last year, and convey the group's 2006 The spirit of the 2016 Development Outline and clear development goals for this year. After the meeting, staff karaoke and barbecue activities were organized.

2. Problems in work:

1. Implementation of target management responsibilities:

At present, each department only carries out its work according to its own work plan. A clear and unified management goal and the implementation of responsible persons. In the process of work, there is a gap between the realization of goals and the actual results. A lot of work has been done but no results can be seen. For example, clear work indicators have been issued, but management fee charging rates, employee training qualification rates, satisfaction rates, etc. have not yet been implemented.

Follow-up measures: By reviewing the department's annual goals, clarifying the performance appraisal indicators in the form of a target management responsibility letter signed by the department manager, making timely adjustments based on the actual situation, and controlling the correctness of the daily work direction to achieve A common goal.

2 The arbitrariness of management ideas leads to "unfair events" in management. It is easy to dampen employee enthusiasm, reduce satisfaction, weaken organizational team spirit, and reduce cohesion.

Follow-up measures: Starting from the basic construction, through the establishment of the system, establish a standardized operating mode for handling things, which does not vary from person to person. Strengthen the training of middle managers, establish leadership prestige, strengthen the standardization of daily management, and reduce arbitrariness and personalization.

3 The supervision mechanism is not detailed. The current scope of inspections is limited to employee appearance, attendance, employee canteens, community environment inspections, etc. The intensity and effectiveness of supervision need to be improved.

Follow-up measures: Upgrade inspections and supervision work into a systematic form for implementation, expand the scope, and implement all aspects of complaint handling, service attitude, work efficiency, training and assessment, recruitment timeliness, equipment maintenance, etc. As the scope of inspection, increase the attention of department managers to this work.

4. Single communication channel:

1) Communication with employees:

At present, the channels for communication with employees mainly come from employee opinion questionnaires and individual employees The change interview method is relatively simple, and the coverage rate of direct interviews with employees is not high. Without understanding the true thoughts of employees, part of the work will be ineffective.

Follow-up measures: Establish an employee interview mechanism. On the basis of entry and change interviews, add regular employee interview plans, establish employee interview records, and conduct regular summary and analysis. Understand the problems that employees have in work and life, value their opinions and solve them in a timely manner.

2) Communication with owners:

In daily work, a good publicity channel between the property company and the owners has not been established. The efforts made have failed to make the owners understand and they have not received sufficient support and mutual assistance from the owners.

Follow-up measures: Strengthen the creation and construction of community culture, and add fixed methods to regularly publicize the property company’s recent work trends, progress results, hot topics, developer initiatives, etc. to residents. Enhance mutual understanding to gain support and recognition. Establish a variety of direct communication methods, cultivate mutual trust, and make suggestions for the common goal of establishing a good community living environment.

5 Employee motivation:

There is a common mentality among employees that good and bad work are the same, which seriously affects the execution of work and the level of service.

Follow-up measures: Based on the performance appraisal work, employees who have obtained the Service Star will be fully recognized and commended. Through the combination of spiritual and material encouragement through photos on the wall, performance announcements, bonus awards, overseas travel, etc., all employees are fully motivated to strive for excellence and boost morale.

3. Work plan for the second half of the year:

1 Institutionalized management;

It is planned to carry out comprehensive standardized operation activities in the property company in July, and will compile We will conduct trial implementation of the final system and promptly follow up and correct any problems that arise. Establish a set of operation and management models belonging to Junhua Property. Comprehensively improve work efficiency and service quality, and transfer the system from written form into actual work.

2 Promotion of performance appraisal:

In conjunction with the work plan of the group’s human resources department, we will organize and complete a comprehensive performance appraisal plan in July to implement management goals and fundamentally improve our performance through performance management. Mobilize the enthusiasm of employees, create a win-win situation, and promote the services and benefits of the property company.

Develop "Service Star" selection and reward programs to fully motivate and recognize employees with outstanding work. ,

3. Improve the quality of employees and establish training system management

Formulate and implement training specifications and training system materials, and improve the quality of all employees through training in different links. Improve employee training files, assessment and spot check records, etc., and regard training as an important task for each department. The first round of training on the new operating specifications and assessment standards was completed in September, with a coverage rate of 100% for primary training, basic training, and operating standard training, and a training pass rate of 95%.

4 Improve work efficiency and work quality

Give full play to the supervision mechanism, implement the work inspection system in a planned manner, and focus on the implementation and response of work. We implement 24-hour copying for ordinary work, 12-hour copying for key work, and 2-hour copying for emergency work. Use the timeliness and completion of responses as important indicators for employee performance appraisal, thereby improving the efficiency of the entire property company.

5 Establish good communication:

5.1 Organize quarterly manuscripts and report to owners on a quarterly basis the work and results of the property management company, the maintenance status of community equipment and facilities, and the hot topics of concern to owners. Topic analysis, etc.

5.2 Develop a plan for communication and interviews with employees, comprehensively communicate with employees within a certain period, establish employee interview records, and solve employees’ life problems in a timely manner.

6 Employee Activities

6.1 Regularly organize study, visits and discussions for supervisors and above, constantly absorb good methods and measures, and shorten the distance from industry standards.

6.2 Increase the content of employee recreational activities, such as basketball and badminton games, service star travel and other activities, to enhance team awareness and the sense of honor of outstanding employees. Summary of the work of the Personnel Administration Department 5

With the first ringing of the New Year's bell, we ushered in a new 20__ year full of expectations. Looking back at the work and life in 20__, I feel the tremendous changes that have taken place in the company and the people around me this year. Our brand is constantly improving rapidly, and our colleagues around us are also constantly making progress and improvement, moving towards the same goal. Working hard together to achieve a goal. The new year has arrived, and it also brings new and greater challenges. As we prepare to welcome the new year with a new look, we also do not forget to review and summarize the efforts we have made in the past year.

It has been a year and a half since the establishment of the Human Resources Department. I am honored to have participated in the growth process of the Human Resources Department. From scratch, from the initial imperfections, it has slowly grown to what it is today. Mature. Since 20__, the team of the Human Resources Department has been slowly growing, professional talents have been introduced, and the professional level has been greatly improved. The human resources construction is gradually becoming standardized, and the functional roles are gradually being reflected.

Company leaders are extremely concerned about the construction of the Human Resources Department, which is undoubtedly a great boost for colleagues in the Human Resources Department. In the past, everyone may have been a little unfamiliar with the term human resources, and wondered what the company's real purpose was in setting up such a department. Through everyone's concerted efforts this year, we have gradually gained the recognition and support of the vast majority of people in all departments of the company.

Due to the shortage of manpower in the department, some work cannot really be carried out, and basic work has been done. Since Director Mo took office this year, he has organized the work of the Human Resources Department and clarified everyone's job responsibilities so that The division of labor has become more detailed. This year’s work is summarized as follows:

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

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

3. Manage employee attendance and leave management in conjunction with company systems and national regulations, and issue accurate attendance reports on a monthly basis. Among them, employee attendance is another difficulty. The company has implemented the card-swiping method at work for a year and a half. Because some employees have not been able to adapt to the new attendance method, the effect has not been very good. This year, the Human Resources Department specifically reiterated attendance on this issue and improved the attendance system after discussions with the technical staff of the General Management Department.

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

Since the beginning of this year, the company has given full consideration to the welfare of its employees, and various welfare systems are gradually being implemented. For example, in the past, only marketing department personnel could use cigarettes for brand promotion, which can also be realized in the headquarters; we assist administrative department personnel in the planning and implementation of birthday activities every month, enriching employees' spare time life; taking into account the safety and security of employees , the company has also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell and was injured. We contacted the insurance company in time and applied for the corresponding technical training, which solved the employees' worries. . These have greatly mobilized employees' work enthusiasm and thus played a role in motivating employees.

Manage promotional personnel. Since September this year, the Human Resources Department has taken over the management of promotional personnel. Through data collection and analysis, it was found that although corresponding management systems have been formulated, many markets have not strictly implemented them in accordance with the systems. There is strong arbitrariness and personnel growth. Rate is too high. Promotional staff are an important part of the Wuyeshen market, and it is urgent to strengthen the management of the promotional team. In the next quarter, we plan to re-formulate the promotional personnel management system as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level to reserve more business talents for the company's future.

Assist in the specific work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers, tracking and implementing interviewers, etc.; helping to establish positive employee relations and coordinate relationship between employees and management, assisting in organizing various employee activities; in addition, with the guidance and help of department leaders, relevant personnel systems such as employee attendance systems and labor contract management measures have been modified to make them more humane. Rationalization is in line with the company's people-oriented talent concept.

The next important step for individuals is to strengthen their studies while working hard, and constantly improve their professional qualities, so that they can face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunities and do every job well. In 20__, the responsibility of the Human Resources Department will be even heavier. The Human Resources Department must arrange and implement the work plan for the new year and speak for itself with actual work performance.

Finally, I wish the company all the best in the new year and get better every year!