Personal annual work plan

Personal annual work plan

Time flies so fast that people are caught off guard. Our work will usher in new progress. At this moment, we need to prepare for the next work. A detailed plan was made. How should we make a plan? The following is a personal annual work plan that I have carefully compiled. You are welcome to learn from it and refer to it. I hope it will be helpful to you.

Personal Annual Work Plan 1

1. The overall goals of the Human Resources Department for 20xx:

1. The number of personnel should be controlled at around 450 to 500

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2. The salary ratio accounts for less than 8% of sales revenue

3. Major safety accidents: 0 times (disability accidents above level 8)

In order to ensure the above total The goal has been successfully achieved, and the following measures are planned to be implemented in 20xx:

1. All positions in the company will be fixed and staffed, and the Human Resources Department will strictly control the recruitment, recruitment, and resignation of personnel in each department in accordance with the standard staffing; < /p>

2. The Human Resources Department and the heads of each department will jointly conduct assessments on the work performance and skill levels of personnel in each position, strictly implement the effectiveness of performance appraisal wages, and target those with long-term poor performance Those who do not meet the job requirements will be eliminated or transferred;

3. Continuously seek cooperation with external organizations to find highly skilled and high-level personnel for the company to improve the team

4. Through continuous optimization of personnel quality and control of the number of personnel, and at the same time assisting in the performance assessment of each position, controlling the salary growth of each department, and strictly implementing the assessment process in response to salary increase demands, without Those who pass the test will not receive a salary increase;

5. The Human Resources Department cooperates with the Production Department to implement safe operation training for front-line operators to improve employees' safety awareness and reduce the occurrence of work-related injuries.

2. Overall configuration of human resources

1. The company’s overall organizational structure plan in 20xx, see the figure below:

1.1 The company’s overall organizational structure chart is the various departments The overall direction of functional division, job allocation and staffing. Therefore, the board of directors should first determine the company's general organizational chart, and then each department will carry out specific work accordingly.

1.2 The company’s total output target in 20xx is expected to be 300 million yuan, with a human resource allocation of approximately 450 to 500 people. Therefore, in terms of this work, the Human Resources Department plans to focus on two aspects of work in 20xx:

1.2.1 Work closely with various departments to eliminate redundant personnel and supplement and improve corresponding department functions and job responsibilities ;

1.2.2 Cooperate with the production department to implement process reengineering and process optimization, and assist in the implementation of job performance assessment to reduce low-output, high-cost processes and personnel.

3. Recruitment

1. Recruitment in 20xx will be strictly carried out in accordance with the company-approved post and staffing standards, focusing on technical research and development personnel, job vacancies, and resigning personnel. Conduct recruitment.

2. Recruitment needs beyond the fixed position and staffing plan must be completed in writing and submitted to the relevant leaders of the company for approval before recruitment is implemented.

3. In 20xx, it is planned to change Zhejiang Talent Network to Zhaopin Recruitment, because the coverage of Zhejiang Talent Network is far less than that of Zhaopin Recruitment.

4. In addition to online recruitment, the recruitment needs of grassroots operators are mainly based on introductions from old employees and local recruitment. For the recruitment of technical and management personnel, online recruitment and on-site recruitment will be combined with major talent markets in Zhejiang Province to improve the recruitment success rate.

5. In 20xx, we will cooperate with external headhunting companies in a planned way, or through interpersonal networks, to find high-end technology R&D and management talents that meet the company's needs, so as to improve the overall quality of the company's technology R&D team and management team. level and promote the improvement of the company's competitiveness.

6. The annual recruitment fee budget for 20xx is shown in the table below:

7. The positions and staffing of each department are shown in the table below:

The recruitment fee budget:

The total recruitment cost for the whole year: about 110,000 yuan.

Training is one of the important tasks to improve the overall level of the company's employees. How to strengthen the training and effectively implement the training work, thereby improving the comprehensive ability level of employees, improving employee confidence, and stabilizing Team, this will be our key consideration in 20xx. We plan to use centralized teaching, video training, simulation exercises and other forms in the training work throughout the year to implement it in every job and strive for the best training effect:

1. Employee training

1.1 New employee training: In principle, it will be held once a month according to the recruitment situation. The course content will be optimized based on the original ones in the past, and follow-up work will be done. At the same time, the knowledge learned will be assessed.

There are two ways to train new employees. One is that the human resources department organizes and implements training on the company's basic rules and regulations and safety production. The other is that the work section is responsible for arranging corresponding personnel to provide practical guidance and binding the corresponding responsible personnel.

1.2 For employees during the probation period, the Human Resources Department will regularly submit forms to the department where they are located, and the department head or designated personnel will assess the probationary personnel. Those who fail will be eliminated, and those who pass will be further promoted. Training, thereby controlling the overall quality of new personnel.

2. Management training: The training of middle and grassroots management personnel will be the focus of next year’s training work, and it is also the way and method to improve management level. In 20xx, corresponding management bottlenecks will be selectively selected. courses to provide training for middle and lower level managers. In addition to selecting capable personnel from within the company to serve as lecturers, corresponding management courses will be selected based on the external market and corresponding managers will be selected to participate in external training.

3. Business personnel training: The development of business personnel training courses will be the focus and difficulty of next year’s training work. Based on the current status of business personnel, it is planned to carry out two main aspects of training for business personnel next year. : First, arrange technical personnel to implement product training for business personnel, so that business personnel are fully familiar with the company's product performance, advantages, etc.; second, select appropriate external sales training courses and send business personnel with development potential for external training. Or invite competent external lecturers to provide training within the company.

4. The annual training plan for 20xx is shown in the table below

5. The annual training cost budget for 20xx is shown in the table below

6. Various events held within the company in the past In order to mobilize the enthusiasm of employees to participate in training, the company provides meals for all participants. This operation for a long time has caused a bad attitude among employees towards training. They believe that the company must provide meals during training. If it is not provided, they will complain or not participate. training. The Human Resources Department plans to break this situation in 20xx and will no longer provide meals for trainees, fully instilling in employees the idea that training is a permanent benefit.

IV. Salary and performance work

1. According to the company’s current situation and future development trends, the current salary management system may restrict the company’s talent team construction, thus affecting the company’s long-term development will bring adverse effects. Through the human resources department's analysis of the current salary situation of employees at all levels of the company, it is imperative for the company to reform the salary management system and make it more scientific and reasonable. However, due to the long-term operation and complex structure of the company's existing salary management system, the reform work should not be carried out rapidly and comprehensively at the same time. It is only suitable for small-scale and gradual implementation.

2. The overall goal of the reform of the salary and performance management system: motivating employees and retaining talents as the fulcrum. Fully reflect the fairness of being paid according to work and being paid according to contribution.

3. Implement salary and performance reforms based on departments and work sections. The method is: select departments or work sections, evaluate positions, determine position wages, determine skill wages, formulate performance appraisal standards based on position characteristics, and determine Performance pay is evaluated based on the salary levels in the region and industry and the company's general business plan to determine the final salary structure and performance pay.

4. In 20xx, it is planned to complete the reform of the salary and performance system in 30% to 50% of departments and work sections.

5. The salary budget for 20xx is shown in the table below: Target: Total salary accounts for less than 8% of total sales

5. Employee Relationship Management

For stability Employee team, enhance team cohesion, increase the continuity of the company's development, care about employees' work and life, stabilize employees' mentality, and stabilize the turnover rate of personnel in key positions. In 20xx, the maintenance of employee relations is planned to carry out the following aspects of work:

1. Strengthen the intensity of interviews between the Human Resources Department and employees: In the past, the Human Resources Department did not do enough in-depth interviews with employees. There is no real understanding of employees' mentality, opinions and suggestions about the company, etc. Employee interviews are mainly conducted when employees are regularized, transferred, resigned, salary increases, performance appraisals or other times when their thoughts fluctuate due to work or private matters. In normal times, the Human Resources Department will also Conduct targeted interviews with employees. Keep a written record of each interview, and provide timely feedback to the department manager or general manager of the employee's department if necessary, so that the work can be done in a targeted manner based on the employee's ideological status.

2. Use major holidays to hold employee talks, so as to adjust the atmosphere of the entire team, eliminate some conflicts among employees, and improve cohesion. The discussion meeting is held in a casual and relaxed manner, with the company purchasing some snack food. The main location is the company conference room, or it can also be held in the form of outing activities.

3. Plan and organize appropriate amateur cultural and sports activities to enrich employees’ spare time life. In the past, the company has not been able to pay attention to employees’ spare time life, and employees’ lives are relatively monotonous. Therefore, in order to enhance employees’ recognition of the company and a sense of belonging, it is absolutely necessary to hold a variety of cultural and sports activities to enrich employees' spare time life, relieve employees' work pressure, and improve employees' stability. The 20xx year plan mainly focuses on sports activities and cultural activities. Use your spare time to organize various types of sports and competitions.

Try to meet the spiritual needs of employees from these aspects to achieve the purpose of stabilizing the team.

4. The department’s own construction:

4.1 As the source of power for future company development, human resources work’s own formalization is very important. Therefore, in 20xx, the Human Resources Department will vigorously strengthen the internal management and standards of the department, strictly follow the requirements of modern enterprise human resources work, and upgrade human resources work from simple personnel management to the level of strategic human resources management, so that human resources The work results become one of the references for the company's senior management decisions.

4.2 The Human Resources Department’s self-development goals in 20xx are: to improve the department’s organizational functions and staffing; to enhance the professional skills and business quality of the department’s personnel; and to improve the department’s work quality requirements. In view of the past human resources problems, we will focus on rectification in 2014: rejuvenation of the security team and internal integration of tools.

4.3 While arranging training for various departments, the Human Resources Department also strives to improve the quality of personnel within the department. The human resources manager is responsible for the training, management and work guidance of subordinates. In 20xx, the department's annual goals will be broken down to each employee in the department. Ensure that each job has a responsible person, completion deadline, completion quality requirements, and assessment standards. Do a good job in tracking the implementation of each work and providing feedback on results, adjust work goals in a timely manner, and continuously improve work methods to ensure the completion of annual goals.

5. In view of the phenomena with the most uncertain factors in employee relations (insurance, salary, employment and dismissal of personnel), etc., consider establishing long-term cooperative relationships with labor service companies and transfer some employee labor contract relationships to labor services. The company then signs an employment contract with a labor service company, which can reduce the company's employment risks to a certain extent. (The plan has been consulted, and the monthly fee is 60 yuan/person)

6. In the renewal of labor contracts in 20xx, the method of uniformly fixing the signing time of labor contracts will be adjusted, and different options will be selected to sign different contracts in a targeted manner. term labor contract. For those who perform well and can develop together with the company, the labor contract period will be appropriately extended. For those who perform poorly and cannot develop together with the company, the signing period of the labor contract will be limited. Certain personnel’s contracts will not be renewed upon expiration. At the same time, we plan to add contract terms for older employees: if they reach the retirement age, they must unconditionally accept the normal retirement procedures unless the company needs to continue to re-employ them.

6. Administrative logistics management

1. The general policy of administrative logistics management in 20xx: strictly implement economy, increase revenue and reduce expenditure

2. In the administrative logistics management work next year , the Human Resources Department will fully communicate with each department, introduce detailed systems, vigorously strive for savings, every day, all the time, and strictly review and approve every administrative and office expense expenditure to ensure its rationality and at the same time satisfy the normal work of each department. need.

3. Office management:

A. Through the Weidun network security monitoring system, control the reasonable use of computers by office personnel and reduce employees from engaging in non-work activities during working hours.

B. Standardize office discipline, and coordinate with various departments to implement office discipline management to reduce employee randomness during work. Since employee attendance management is not in the Human Resources Department, there are certain inconveniences and inadequate implementation in actual attendance management. Although the Human Resources Department conducted several surprise inspections on employee attendance in 20xx, it only received short-term inspections. As a result, a good atmosphere has not been formed. If the cooperation with the labor service company is successful in 20xx, some of the existing insurance, work-related injuries and other related matters of the Human Resources Department can be transferred to the labor companies. At the same time, if an intelligent access control system is installed, it will be With the attendance systems connected in series, human resources staff can free up time and energy to focus on monitoring employee attendance.

4. According to the 20xx office expense budget, the actual office expenses incurred in 20xx are about 550,000 yuan. Because there are no detailed expense statistics, the exact amount of expenses cannot be determined. (Including various office supplies, gifts, computers and peripheral equipment, video surveillance, network surveillance, etc.), office expenses in 20xx are expected to drop by 30% based on 20xx, that is: 550,000-165,000 = 385,000 yuan. In 20xx, it is necessary to achieve the goal of reducing office cost control. The Human Resources Department plans to control it from the following aspects:

A. Standardize the office supplies procurement process: There is currently no standardized process for the company's office supplies procurement, and anyone can do whatever they want. Ordering goods directly from suppliers without reasonable control and comparison of price, quality, etc. In 20xx, the Human Resources Department will unify the procurement of office supplies, restrict the occurrence of random purchases by various departments, and conduct price comparisons for various purchased items to seek the best cost-effective items.

B. Standardize the material requisition process for each department: Currently, the company's departments are not using standardized office supplies. There is no plan or approval for the usage of each department. Employees go directly to the human resources department to receive some of the office supplies. The items used are not in stock and need to be purchased temporarily, which directly affects the work progress of each department. At the same time, it also brings great inconvenience to the purchase of office supplies and the working order of the human resources department.

In 20xx, the office supplies requisition process will be standardized. For regular supplies, each department is required to make a monthly office supply usage plan in advance every month. At the same time, each department is required to designate a person in charge of picking up materials to prevent employees from picking up materials directly. Strictly control the materials collection and approval procedures. Control the occurrence of inappropriate use. For computer equipment, gifts or bulk purchases, strictly control the application and approval procedures and control random purchases.

C. In 20xx, the cost of labor protection supplies was about 30,000 yuan. In 20xx, the cost will continue to be controlled within this range. At the same time, employees will be provided with work clothes twice to enhance the company's image and facilitate management. The Human Resources Department will regularly inspect the wearing of labor protection supplies in each department and whether work clothes are worn according to regulations to ensure that they are put to their best use. (This inspection will be included in the safety production standardization work in 20xx)

5. Fleet management: Standardize the official vehicle management process in 20xx, strictly control the vehicle application and approval procedures, and check every step The statistical accounting of monthly car expenses makes the use of official cars more rational and standardized.

6. Canteen: At present, the company’s canteen has unqualified hygiene conditions, sometimes insufficient food, and each department arranges official meals on its own. In 20xx, supervision and management of all aspects of the canteen will be strengthened. , conduct inspections on sanitary conditions from time to time, and require rectification if unqualified; the canteen is required to supply meals of high quality and quantity. If any abnormality occurs, it will be linked to the cost settlement of the canteen; from 20xx, all departments need to arrange official meals to be uniformly reported to The Human Resources Department shall declare the application and shall not arrange it privately, otherwise the relevant fees will not be settled. The actual official dining expenses incurred in the company canteen in 20xx were approximately 55,000 yuan, and it is planned to reduce this by 30% in 20xx.

7. Dormitories: There are currently no major abnormalities in the employee dormitories. Except for a few individuals who use the dormitories without permission, most employees can consciously abide by the company's requirements. In 20xx, it is planned to install an intelligent access control system in the dormitory to manage the dormitory. The dormitory personnel will swipe their cards to enter and exit uniformly to prevent non-company personnel from entering the dormitory. The Human Resources Department conducts regular inspections of dormitories to prevent safety incidents from occurring. At the same time, in addition to financial penalties, employees who repeatedly fail to turn off solar power, use dormitory facilities without permission, or occupy dormitories without permission will have their accommodation qualifications revoked. Taking into account various factors such as safety, sanitation, and management costs, the number of dormitory residents will be gradually reduced in the future, thereby reducing risks and management costs.

7. Safety Management

1. The overall goal of safety production: 0 disability accidents above level eight.

A. A total of 33 work-related accidents occurred in 20xx, a decrease of 6 cases compared with 39 cases in 20xx. Basically, there has not been much improvement. Among them, Hong Meiliang's work-related death was a major incident, and the rest were minor work-related injuries. In 20xx, we will continue to pay close attention to safety production work. In addition to arranging safety production awareness training in a planned manner, we will increase safety awareness assessment work. We will provide key ideological education to employees who fail the assessment, or adopt measures such as job transfer, waiting for work, and persuasion. Separation measures are taken to reduce the chance of safety accidents.

B. In 20xx, the Human Resources Department will implement the maintenance and inspection of various fire protection facilities as a monthly routine and conduct regular inspection and maintenance. This will prevent the current phenomenon of random use and damage to fire protection facilities. Those who use it casually will be severely punished.

C. In 20xx, we will implement the work of safety production standardization, implement various safety standardization tasks in accordance with the relevant regulations of Hangzhou City, and strive to pass the three-level safety production standardization work in one go.

D. In view of the current non-standard situation of employees wearing labor protection products, the wearing of labor protection products for some operators in special positions will be supervised and inspected in 20xx. Those who do not meet the requirements will be ordered to make rectifications. Offenders will be subject to financial penalties or reassignment.

E. In December 20xx, targeted physical examinations were conducted on some employees. Those who failed to pass the physical examination will be transferred or dismissed based on the actual situation. to reduce the occurrence of accidents.

2. Security work: Security work was not implemented in place in 20xx, the access control of people and items was not strict, and the security personnel were older. In 20xx, the security personnel will be adjusted, and those who have reached the retirement age will retire normally, and younger personnel will be recruited to replace them. At the same time, security personnel's control requirements for access control will be improved, and monthly performance appraisals of security guards will be implemented. After understanding, if the security work is outsourced to a security company, although the management can be implemented in place, the salary cost will be more than double the company's current cost, so outsourcing the security work is not considered for the time being.

A. Make full use of the video surveillance system to monitor all areas of the factory to ensure rapid response when various abnormal events occur. There are still some blind spots in the monitoring system currently in use. In 20xx, additional monitoring points will be added to ensure that all aspects of the factory area can be monitored. (I have communicated with the monitoring supplier many times but there is no clear time for reply)

B. It is planned to establish an electronic access control system at the main entrance and exit of the factory area and the main entrance and exit of the dormitory. All personnel will swipe their cards in and out to ensure clear access. Control the status of all personnel entering and exiting the company.

8. Postscript

Carrying forward the past and looking forward to the future, the current situation of the company’s human resources department is still far from being a standardized, efficient and professional department. In the future, all personnel in the human resources department will carry forward We strive to improve the areas of excellence in the past and strive to build the Human Resources Department into a professional, systematic, standardized and efficient department from the perspective of professional human resources management.

People-oriented, the Human Resources Department will always carry out all work around people. At the same time, we closely follow the company's human resources development strategy, standardize the division of labor in human resources management, and strive to fully explore and develop the management and service functions of human resources to provide the company with high-quality human resources management services.

In short, human resources, as the core resource of an enterprise, will directly determine the core competitiveness of the enterprise. Therefore, from the company level, it is required not only to strategically establish a human resources management system with competitive advantages, but also to make the daily specific work of each link of human resources detailed, well done and done well, thereby assisting the company to form a unique corporate culture. and atmosphere, improve the company's cohesion, and maintain the company's innovation and vitality. From the employee's perspective, it is to encourage employees to design their own careers in the company according to the most win-win development path between the company and employees, continuously improve professional skills and levels, and enjoy life happily while achieving self-development goals. Work and grow together with the company. Personal annual work plan 2

1. Establish and improve various norms and management systems for personnel administration, employee handbooks, etc.

Establish and improve various norms and management systems for human resources management . The standardized management system of the employee manual is the minimum prerequisite for the enterprise to retain employees. From the time employees enter the company to their job changes, from daily evaluation to resignation, the Human Resources and Administration Department operates in accordance with the procedures of the document, adopting the principle of treating the matter not the person. We hope to achieve the legitimacy and seriousness of all work.

2. Labor contract management

Do a good job in the signing and termination of labor contracts and the management of labor contract files. The focus of this year's work plan is

1. The timeliness of signing, renewal and termination of labor contracts;

2. The timeliness of employee regularization;

3. Labor-management relations (Number of labor disputes, reasons, etc.);

4. Description of the completeness of file management.

3. Collection of employee evaluations

In order to further strengthen the evaluation of employees’ work ability within a certain period, correctly grasp the working status of each employee, and establish a normal and reasonable company A personnel assessment and evaluation system is established to provide objective basis for employee rewards, punishments, promotions, adjustments, etc. Based on the company's current operating conditions, a store personnel evaluation form is collected every month to assess and evaluate each individual. Implement on-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of the workforce. Personal annual work plan 3

1. Conduct a customer satisfaction survey in 20xx;

2. Collect opinions on renewal or termination of contracts expiring at the end of 20xx;

< p>　3. Continue to improve the basic information of personnel:

Use the information system to continue to improve employee files: personal information, academic information, physical examination information, assessment results, position changes, rewards and punishment information, etc. are all stored in personal files. . At the same time, we will further standardize and establish and improve the procedures for entry and resignation (external recruitment, dismissal, resignation) and internal transfer and transfer procedures.

4. Continue to do a good job in recruitment:

Carry out recruitment work strictly according to procedures, and conduct personnel selection and interviews according to the company's development plan. Adopt a variety of methods to recruit talents to ensure the needs of various majors:

1) Continue to play the role of online recruitment and actively participate in major universities, social job fairs and other multiple channels to recruit talents;

2), continue to communicate with the Pharmaceutical University and higher vocational colleges, Liaoning University of Traditional Chinese Medicine, Liaoning Health Vocational College and other institutions, and increase the company’s presence on campus through lectures, organizing teacher and student visits and other activities Strengthen publicity, expand the company's popularity on campus, establish a good corporate image, strive for long-term cooperation intentions, and actively provide talents for the company;

3) Make full use of the internship or probation period, and be responsible for recruitment The actual working ability of personnel shall be strictly inspected.

5. Continue to strengthen training work:

1) The training work is strictly carried out in accordance with the company's "Training Management System", the entire training process is tracked and implemented, and each training project is completed Later follow-up and effect evaluation, timely feedback;

2) Formulate the company's "Internal Trainer Management System", establish a "Lecturer Personal Performance File", provide training opportunities for internal trainers, and evaluate each trainer The training results are included in the "Personal Performance Files of Lecturers", so that the internal trainer team can develop in a professional direction and mobilize the enthusiasm of the company's internal trainers for training;

3). For department heads, increase their exposure to the company Training requirements at various levels are included in the mid-year assessment;

Improve employee personal training files.

6. Pay attention to relevant national and local labor policies to avoid employment risks

Increase communication with various labor departments, pay attention to and study the relevant policies of the labor department, and conduct regular inspections of internal labor employment Self-examination to avoid employment risks and reduce labor disputes.

7. Branch work guidance.

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