Personal summary of hospital personnel department

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Personal summary of hospital personnel department 1

20-2008 is the third sprint year of our hospital, which is also a crucial year. The personnel department of our hospital closely focuses on the overall goal of the hospital, combines the activities of striving for Excellence, strengthens learning, unites and cooperates, adheres to the integration of theory with practice, and abides by the people-oriented business philosophy. Constantly improve the standardization and institutionalization of personnel management, fully implement the work objectives put forward at the beginning of the year, and successfully complete the tasks of the personnel department.

First, the work of innovation is always going on.

Focusing on the spirit of "creating three", departments should identify the gap according to the standards of tertiary hospitals. I went to the superior hospital to learn its successful experience, established a simple doctor file, and further improved the various systems of the personnel department and the materials needed for the third-generation audit.

2.20-June 3, 2006, 5438+ 10, the first defense meeting of outstanding young medical talents was held grandly.

The purpose is to strengthen the construction of discipline echelon in our hospital, further promote the cultivation of discipline backbone and leaders, and accelerate the improvement of the comprehensive level of medicine, teaching, research and management in our hospital. * * * Twenty-eight young doctors attended the defense meeting, and nine of them successfully became the first batch of outstanding young people. Then, through layer-by-layer promotion and blatant beating, recommend an excellent medical talent to study abroad, and really improve his professional level.

Third, do a good job in multi-channel and all-round talent introduction.

Take talent recruitment as a routine work, and recruit one when it is mature. From 20 to 2008, 77 people were employed, including 3 masters and 0/5 undergraduates. 1 deputy director and 4 attending directors.

Fourth, cultivate talents in various situations.

Actively implement the principle of "based on the post, emphasizing training, taking the post as the center, selecting the best and training on demand", taking the needs of discipline construction and development as the condition and giving consideration to planning. Continue to increase the education of young people's on-the-job academic qualifications.

This year, * * * 52 people have obtained college diplomas or above, including 5 masters, 0/7 undergraduates and 30 junior college students. Pay attention to the postgraduate training of on-the-job personnel. Inviting teachers from Medical College of Jiaotong University to come to our college for pre-test counseling. Nearly 70 employees participated in the remedial classes, 40 applied for in-service graduate students of Jiaotong University, and 2 1 master and 1 doctor were admitted.

Five, do a good job of new employees into the hospital.

In May, the 20-year oral examination was reported to the Health Bureau, and in September, 73 new employees were given pre-job training. Training covers hospital development, spiritual civilization, career design, laws and regulations, etc. , and tested the content, so that they can fully understand the development of our hospital and the current focus of work, and everyone can master the hospital sense and the conditions for handling medical accidents.

Six, 20 years of fresh graduates recruitment:

We reported the recruitment plan in May 438+10, and published the recruitment plan and employment conditions for 20 years (clinicians require master's degree or above, nurses require junior college degree or above) online. We strive to complete the theory, practice, oral examination and recruitment of nursing staff by the end of this month.

Seven, according to the post setting scheme of public institutions to complete the post setting, 4 13 staff post (position) change work is completed.

And revised the "Implementation Opinions on the Appointment of Professional and Technical Posts in Medical Colleges of 20-year Universities" and the "Management Measures and Implementation Plan for Post Setting". Since the second half of 2000, we have conducted a thorough investigation on the personnel above the intermediate level in our college and collected copies of their papers, scientific research, computers, English and other related certificates. Strive to complete the evaluation and appointment of senior professional and technical personnel before the end of the year.

Eight, a positive retention policy.

Implement a series of preferential conditions such as introducing and dispatching senior medical talents to buy houses and houses.

Nine, other work:

(1) Complete the examination registration of 90 junior and intermediate personnel, in-hospital evaluation, publicity and material submission of 8 senior titles;

(2) Check and distribute monthly attendance, labor costs, quarterly bonuses and overtime pay on holidays according to quality and quantity;

(3) Hire middle-level cadres such as Meng Yadong from dermatology department, Zhang Juan from quality control room and Gao Zhisheng from Chinese medicine department;

(4) Complete daily work such as monthly employee entry and exit, retirement and resignation, and employment of junior employees;

(five) to assist the party branch to change;

(6) Complete the information maintenance of medical insurance doctors;

(7) Complete the statistics and annual inspection of all kinds of reports, such as salary statistics, information statistics, 105 and so on;

(8) The college-level project "Talent Team Construction in Tertiary Hospitals" was formally concluded and a paper was published;

(9) Actively participate in the activities organized by the hospital; Written manuscripts, five of which were published in the school newspaper.

Personal summary of hospital personnel department II

Over the past six months, with the correct leadership of the Bureau Party Group and the support of various departments, our department has conscientiously implemented the spirit of the organization and staffing work conference of the whole city under the guidance of the spirit of the Fourth Plenary Session of the Seventeenth Central Committee, investigated the ideological problems, and changed the ideas that are not in line with scientific development to the requirements of Scientific Outlook on Development, with Scientific Outlook on Development as the leader of all work, pioneering and innovative, forge ahead, and work hard, closely focusing on the concept of serving the people and the country. Adhere to the people-oriented principle, continuously strengthen the education and training of cadres, and implement various systems such as wages, welfare and policies. Carry forward the rigorous, pragmatic, United and dedicated style, give full play to the functional role, be a good staff assistant, and successfully complete the work plan for the first half of the year and the tasks assigned by the leaders.

I. Main Work and Practice

1, pay attention to education and training, and improve the quality of cadres and workers. In order to further improve the overall quality of cadres and workers in the bureau, combined with the favorable opportunity of government institutional reform and implementation of the Regulations on Cadre Education and Training, cadre education and training has been put on the agenda. Efforts should be made to strengthen the political theory study of bureau cadres and constantly improve the political theory level of all cadres. Learning from the spirit of Wang Shuji's speech at the city's work style construction conference, combined with the requirements of the municipal party committee and the work deployment, this paper wrote a paper on the problems existing in the work style construction and the countermeasures. In order to improve the comprehensive quality of land workers, five activists who joined the Party were organized to participate in the training course of the Municipal Party Committee, which adapted to the new situation, improved their quality and enhanced their ability, and laid a good foundation for land work.

2, scientific deployment, appointment of cadres, the construction of cadres is increasingly strengthened. In the past six months, the Personnel Section has strictly implemented the spirit of the instructions of the Bureau Party Committee, and vigorously strengthened the construction of the talent team, with a total of * * * deployment, appointment and dismissal of cadres 15 (including 7 cadres who were promoted and used). Adhering to the principles of fairness, justice and openness, giving priority to selecting young and promising cadres has revitalized the human resources of the bureau and created a good situation in which people make the best use of their talents and materials. Through this half-year inspection, the newly promoted cadres have done an excellent job and won unanimous praise from everyone.

3. Do a solid job in civil servant registration, labor wage statistics and annual report. First, carefully check the information of government staff and retirees. The second is to accurately fill in the 130 approval form for salary changes of civil servants and staff, and review more than 270 approval forms for salary of municipal frontline staff and retirement expenses of retirees. The third is to conscientiously complete the statistical reporting of labor wages, staffing, cadres and personnel, retirees and other reports.

4, constantly improve the personnel information of cadres and workers, so that the personnel file management of cadres and workers is standardized and informationized. Over the past six months, we have conscientiously implemented the spirit of the documents related to file management at the higher level, standardized the work of consulting and borrowing files according to the requirements of information management at the higher level, and strictly transferred files into and out of the customs, so as to achieve standardized reception and qualified transfer. In the first half of the year, * * * collated and standardized personal files 10, retrieved cadre files 10, consulted files 1 0, and borrowed files 2.

5. Do a solid job in the work of veteran cadres and strive to create a new situation in the work of veteran cadres. Under the leadership of the party group and the leaders in charge, we should conscientiously implement the spirit of the instructions of the Bureau of Retired Veteran Cadres of the Municipal Party Committee, actively serve the veteran cadres, care for them politically, take care of them in life and serve them at work. So far, the old cadres' thoughts in the whole system are relatively stable, and there is no collective petition. The bureau 13 veteran cadres are satisfied with the work of the personnel department.

6. Strengthen contact and make new breakthroughs in communication and coordination with superior departments. Over the past six months, we have actively strengthened contact and communication with organizations, personnel and establishment, which has brought convenience to the smooth development of all work. Through active coordination, it has won an additional assessment index for the bureau and made new breakthroughs in organization, personnel and preparation. In the first half of the year, No.1 Branch and No.5 Branch were respectively rated as excellent local branches satisfied by the people by the ministries and agencies.

7. Actively participate in the central activities organized by the Bureau and participate in the activities of Jiangyan City to create a national health city. Department staff give up their rest time, go out early and return late, and stick to the front line of the road section.

8. Strictly implement the personnel management system. In the first half of the year, the cadre and personnel management system, middle-level cadre management regulations and contract personnel management system of Jiangyan Land and Resources Bureau were formulated.

Second, the shortcomings

While summing up the achievements, we should seriously reflect on the problems existing in our work, mainly in the following aspects. First, the work lacks perseverance. Sometimes there is a lack of the spirit of grasping to the end. Second, the sense of innovation needs to be strengthened. There is still a step-by-step thinking in the work, and the work lacks a sense of advance, which leads to sometimes passive work.

Three. Work plan for the second half of 2008

1, continue to do a good job in cadre education. Implement personnel deployment, transfer, salary, appointment and removal, etc.

2. Do a good job in all kinds of unified reports and annual reports.

3. Submit all kinds of personnel information materials in time, and improve the management and arrangement of personnel files.

4, do a solid job of retired veteran comrades.

5. Complete other tasks assigned by bureau leaders and superiors with high standards.

Personal summary of hospital personnel department 3

The year 2000 is about to pass, and now the work summary report for this year is as follows:

First of all, with the help and guidance of department leaders and teachers, I quickly became familiar with the basic business, and mainly completed the following work.

1. Completed the personnel agency work. According to the guidance of the ministries and agencies, in order to better manage supernumerary nurses, the hospital selects supernumerary nurses with strong professional ability and outstanding performance through competition for posts, and carries out personnel agency work. This year, personnel agency selection personnel actively participated. After three rounds of tests, such as theory, practice and interview, finally, outstanding personnel from all departments were officially hired as personnel agents by the hospital. By handing in files, ID cards, academic certificates and other related materials, we handled the work of keeping personnel relationship files in the talent exchange service center, verifying authentication identity, mobilizing party organizations, and settling accounts. At the same time, last year, the personnel agent paid the insurance premiums such as pension and medical insurance in time, which stabilized the supernumerary staff.

2. Organize all kinds of application materials. As it is about to be established, in order to expand the technical strength of high-level talents and the strength of reserve talents, under the instructions of the leaders, the application materials of 20 10 graduate students were received and sorted out by publishing recruitment revelations on the Internet such as universities and attending job fairs such as universities. The application is still in progress.

3 "provincial clinical medical center" filing and reporting of application materials. Mainly submit application materials (including papers, scientific research achievements, various awards, etc.). ) of the provincial trauma emergency center, has passed the examination.

4. Collect all kinds of documents and filing cabinets. This paper sorts out, standardizes and supplements the files and other related materials of the existing employees and retirees in recent years, and establishes and improves the file management account to facilitate the file management in the future.

5. Timely and accurately report and manage the documents that need to be sent. Every day, I can receive all kinds of official announcements published by the province on the Internet in time, and report the feedback in time. Materials that need to be reported to various departments can be delivered in time.

6. Distribute all kinds of hospital documents in time. In order to make the staff of various departments of the hospital know the personnel dynamics of the hospital in time and accurately, all personnel changes, adjustments and various notification documents can be sent to all departments in time and accurately according to the requirements of hospital leaders.

Three. The gaps and shortcomings in the work and the direction of future efforts:

1. The study and mastery of personnel-related policies need to be further strengthened. We should constantly improve our own quality and strengthen technical business learning.

2. Sometimes there will be impatience and fear of difficulties at work, and there is not enough coordination and communication between them. In the future work, I will continue to study and work hard through my own efforts, under the guidance of leaders and teachers, further improve my quality and work ability, and do my best to do my job well.

Personal summary of hospital personnel department 4

20-2008 is my first year of official operation. Over the past year, under the correct leadership and command of the leaders, we have worked hard, overcome difficulties, made selfless dedication, and went all out to successfully complete all the tasks assigned to us by our superiors.

With the further development of the work of establishing rules and regulations in China, the Ministry of Humanities has also improved various rules and regulations accordingly. With the care of the leaders of Taiwan Province and the guidance of the Central People's Education Office, the People's Education Office has successfully completed the personnel system reform, professional title evaluation and secretarial work, and the arrangement of infrastructure files is drawing to a close, waiting for acceptance. The work of the past year is now reported as follows:

1, personnel system reform work

The reform of personnel system is an important measure of the monitoring center in the first half of this year. According to the deployment of the center, I began to prepare for the personnel system reform from 20 12 to 1. The Personnel Education Section is responsible for the specific work of personnel system reform.

In order to complete the personnel system reform well, in the middle of May 438+10, under the leadership of, we began to draft the assessment system, job descriptions, post qualifications, organization staffing plan, bonus distribution plan, etc. And revised some original rules and regulations.

From the procedural operation of personnel system reform, we make a feasible reform plan according to the requirements of the center and referring to our brother's reform plan. In order to make cadres and workers correctly understand the necessity and significance of personnel system reform, we organized and studied the relevant documents of personnel system reform, and explained in detail the various rules and regulations, bonus distribution methods and percentage assessment methods of the monitoring center and me. Eliminate the resistance of cadres and workers to reform and accept reform ideologically.

In order to achieve the goal of reform and fully mobilize everyone's enthusiasm for work and study, we have grasped two keys to reform:

1, full employment system.

2. Introduce the incentive mechanism and make a reasonable internal distribution plan.

The reform of the personnel system mainly focuses on the selection and appointment of middle-level cadres, and the Ministry of Education promotes competition for posts in strict accordance with the competition procedures. In order to fully embody people-oriented, we issued a questionnaire on personnel situation and an individual application intention form before the competition, and strictly examined each candidate according to the application conditions. At the competitive speech meeting, the "Main Evaluation Form for Public Speech of Middle-level Cadres" was distributed to each employee. Everyone scores everyone who takes part in the competition speech, casts their own sacred vote, and lets all employees participate in the selection of middle-level cadres.

At the signing meeting held on April 6, 2006/KLOC-0, each of my employees signed a two-year employment contract with. Through a series of preparations for reform, the personnel system reform was successfully completed on April 20, and the staff appointment system was implemented throughout Taiwan.

2. Improve management

According to the work plan formulated at the beginning of the year, we will continue to improve various rules and regulations and post responsibilities, improve various assessment systems, and increase implementation.

From 20 to 2000, most of my employees became full-time, which brought some new problems. In order to cope with the actual situation in Taiwan Province, we refer to the policies and regulations of the central authorities, brother units and localities, and formulate the regulations and systems in line with the actual situation of our station in time. Around the reform of the personnel system, a series of 40 post personnel responsibilities, 15 post responsibilities, management system, 13 rules and regulations, assessment system, 1 1 reward and punishment system, as well as employees' leave, leave treatment, attendance methods and other related regulations have been formulated and improved.

3. Basic work

The people's education department has completed the normal promotion of employees' wages and adjusted the wage standard. Six new employees were recruited in 20 12, and the recruitment and transfer procedures were handled by the people's education department, and the salary was graded and reported to the center for approval. For the graduates of single technical secondary school who have completed their internship this year, they shall go through graduation procedures and professional title evaluation.

Through the study of the central training course for personnel cadres in July and the training course for secretarial cadres in August this year, I have a deep understanding of some specific problems in personnel work and secretarial work, which has greatly promoted the efficiency and quality of work.

After class, the People's Education Department unified the personal files of our employees according to the new national personnel file management standard. Some registration systems in secretarial work have also been adjusted more reasonably accordingly.

This year's work has been successfully completed, which has won the concern of leaders and the understanding and support of all cadres and workers. The work of the people's education department is related to the vital interests of every employee, which requires us not to be sloppy in our work. In order to successfully complete our tasks, the Education Department will strive to improve its professional level and political literacy on the existing basis, so as to satisfy every employee.

4, to meet the general administration of acceptance

In order to ensure the smooth completion of the project completion acceptance of our station, with the support of relevant personnel in the computer room,

According to the Measures for the Administration of Urban Construction Archives, the Standards for Filing and Arrangement of Construction Engineering Documents and the Interim Provisions on the Administration of Construction Archives, the relevant engineering materials are classified, filed and catalogued. All documents are divided into two parts: engineering data and technical data, with a total of 19, 107 and 1007. These include:

Engineering data * * * 16, 7 1, 776 volumes. Including official letter, request, reply, feasibility study, land acquisition procedures, project construction approval procedures, relevant certificates, survey and design documents and reports; Civil engineering bidding, decoration and road bidding information; Project budget, audit report and completion financial report; Supervision documents; Construction data; Boiler room, fire protection, air conditioning, sinking and other engineering and technical data; Power engineering data; Project completion documents; Engineering report, etc.

Technical data * * * consists of 3 volumes, 36 volumes and 23 1 copy. Including antenna and feeder engineering technical data; Monitoring network technical data; Electrical equipment information, etc.

Personal summary of hospital personnel department 5

Over the past year, under the leadership of hospital leaders and department directors, general practitioners have closely focused on the overall development strategy of the hospital and the objectives and tasks of departments, with Scientific Outlook on Development as the leader, combined with the "three good and one satisfaction" activities, strengthened their study, United and cooperated, adhered to integrating theory with practice, and adhered to the people-oriented principle. Constantly improve the standardization and institutionalization of personnel management, fully implement the work objectives set at the beginning of the year, and successfully complete the annual work tasks of the Ministry of Personnel.

First, solidly promote the reform of personnel system, strengthen post employment management, and constantly improve the standardization and scientific level of hospital personnel management.

According to the requirements of the relevant documents issued by the organization department on post setting and post employment management of public institutions, and in line with the principles of fairness, openness and justice, the post setting and competition for posts in the whole hospital were carried out in an orderly manner.

Second, do a good job in talent introduction through multiple channels and in all directions to provide strong talent support for the leap-forward development of hospitals.

1. According to the talent development plan of the hospital, a large number of professional and technical talents, including leading talents and professional backbones with advanced professional and technical qualifications, were introduced to the hospital by actively publishing recruitment advertisements and releasing recruitment information in newspapers, networks and other media.

2. Taking the way of "going out", we sent staff to medical colleges to recruit graduates on the spot, and recruited a number of outstanding graduates with bachelor degree or above, which added vitality to the further development of the hospital.

3. Completed the registration, preliminary examination, review, written examination, interview, physical examination, contract signing, salary approval and other work of the open recruiters throughout the year.

Third, the salary adjustment of cadres and workers in the hospital was successfully completed, which further enhanced the enthusiasm and initiative of cadres and workers.

1. At the beginning of the year, according to the results of the annual assessment, the salary scale and salary of the on-the-job staff who passed the annual assessment in the hospital were adjusted and approved.

2. According to the needs of hospital business development, the re-accounting and adjustment of post salary and hospital age salary of hospital staff were completed in time, which effectively stabilized the hiring talent team.

Fourth, constantly improve the personnel information of cadres and workers in the hospital, so that the personnel file management of cadres and workers in the hospital and the information management of related personnel are more organized.

1. Collect all kinds of archive materials in time, sort out, check and put them into the personal files of cadres and workers according to the requirements of file management, and ensure the integrity and continuity of files.

2. Completed the entry of personal information of hospital cadres and workers and the timely updating and maintenance of hospital personnel database.

Five, the successful completion of the annual hospital professional and technical qualification examination and evaluation related work, laid a solid foundation for the construction of hospital professionals echelon.

1, successfully completed the examination registration, in-hospital evaluation and material submission for senior positions in hospital health.

2. Successfully handled the corresponding professional and technical qualification certificates for all kinds of professional and technical personnel in the hospital.

Six, actively regulate the management of temporary employment, to provide necessary support for the stable development of the hospital.

1. Pay wages and bonuses to employees on time every month, and pay social endowment insurance for employees who are included in the hospital personnel agency (dispatch), which fundamentally relieves the worries of temporary employees and greatly enhances their sense of belonging and responsibility to the hospital.

2. Complete the daily work such as monthly report of employee changes, statistical report of labor wages and benefits on time.

Although the personnel work has made gratifying achievements, there are still some shortcomings:

1. The established rules and regulations are not implemented effectively.

2, the work idea is not open enough, and new problems and new situations encountered in personnel work need further study and exploration.

Work plan:

In the new year, under the unified leadership of the director of the department, members of the department will strengthen their understanding, rationally develop human resources, innovate the talent construction mechanism, create a new situation in talent work in our hospital, and provide a strong talent guarantee for the "three-level" evaluation.

First, it is necessary to do a good job of human resource allocation in a systematic and comprehensive way in combination with the "top three" evaluation of hospitals.

1, formulate the principles and plans for the allocation of human resources in hospitals and departments;

2. Continue to implement the post and post appointment system, and establish the access, assessment and evaluation system for health professional and technical personnel;

3. Strengthen the introduction and training of talents, and strive to introduce a number of high-end professionals. Strengthen the training of talents in key disciplines (specialties) of rehabilitation medicine, and establish a mechanism for selecting, cultivating and using leaders of disciplines (specialties).

4. Pay equal attention to the promotion of academic qualifications and ability, and continue to send personnel for training and further study.

5, strengthen the training of rehabilitation medical personnel, that is, establish and improve the system of post training, continuing education and echelon construction of rehabilitation medical professional and technical personnel and organize their implementation.

The second is to continue to do a good job in post setting and employment.

Third, do a good job in the relevant preparations before the implementation of open recruitment.

Four, conscientiously complete the daily work of the personnel department, including labor wages, personnel deployment, retired (hired) personnel management, social insurance, file management, title declaration, etc.

Five, complete other tasks assigned by the leadership temporarily.

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