Summary of human resources work in the first half of the year

Model essay on the work summary of human resources department in the first half of the year

Looking back on the past 20xx years, with the care and guidance of the company leaders and the active cooperation of various departments and service centers, the human resources department has earnestly performed its functions and responsibilities and basically completed all the work, but there are still many shortcomings and areas that need to be improved urgently. This paper summarizes the achievements and shortcomings of the 20xx annual work, laying a foundation for better carrying out the 20xx annual work.

I. Summary of work

Staffing

At present, there are four functional departments and five service centers, and the staffing is reasonably equipped according to the quota regulations. Individual departments have the configuration of one person with multiple posts.

At present, there are 0/88 employees, including 36 managers (including 2 senior leaders, 7 middle managers and 27 grass-roots managers) and 0/52 managers. In addition, 26 managers are over 25 years old and under 45 years old, with college education or above, 1 registered property manager, and 2 have intermediate titles or above.

Staff management

1, recruitment management

Establish recruitment channels suitable for the company. On August 29th, I spent 2000 yuan to open a member of Xinxiang Talent Network, which was mainly used to recruit middle-level managers and technicians. According to the reality of the property management company, the recruitment information is released free of charge through Changyuan online, which is mainly used to recruit grass-roots managers and jobs; Participate in on-site recruitment 1 time.

Recruiting candidates through various channels has basically met the company's employment needs. This year, 96 employees were recruited (including managers 10 and 86 operators).

2. Daily management

(1) Standardize and improve the workflow of employees' entry, assessment and resignation, and handle relevant procedures in time. At present, the relevant daily personnel procedures can basically be carried out in an orderly manner according to regulations.

(2) The employee file is the information base to master the basic information of employees. Files include on-the-job employees' files, retired employees' files and candidates' files (saved for future use). At ordinary times, the files of on-the-job employees are cleaned up and supplemented, and one file is basically realized. After completing the relevant procedures on time, record the resigned personnel in time; According to the initial test situation and the needs of the employer, the candidates' files are sorted and filed so that they can be consulted and selected when needed in the future; File employee files according to department items; At the same time, the electronic information files of the above categories of employees are established to facilitate the dynamic information management and inquiry of employees.

(3) According to the principle of confidentiality and standardization, the salary distribution process was improved on the original basis in June 20xx. Calculate the salary to be approved in time and accurately every month, so that employees can get their salary on time. By the end of 20xx, a total of 2,434,406 yuan had been paid to employees, including 12 1572 yuan for the functional department of the headquarters, 4 13632 yuan for the Longshouyuan service center, 784,386 yuan for the tsinghua campus service center and 344,336 yuan for the Park 2080 service center. Fu Mei Community Service Center 109227 Yuan (April 20 13 to June 2013).

(4) Formulate and distribute the Manual of Human Resource Management, so that the daily personnel work can be based on evidence and standardized.

(5) Complete other temporary work assigned by the leaders on time and with good quality.

Second, the existing shortcomings and improvement measures

(1) In the recruitment and selection of new employees, we need to improve our thinking and adjust the recruitment plan and strategy at any time according to the company's manpower demand and talent market.

(2) The overall quality of employees needs to be improved. In this regard, in the future, we should focus on recruitment, gradually improve the recruitment requirements while ensuring the needs of employers, and strive to recruit people with skills, education, quality and management ability; Secondly, improve the training of existing personnel.

(III) Retention: Due to the imperfect retention mechanism, employees of the company can enter or not at this stage. In 20 13 years, 74 people left their jobs (managers 1 1, and 63 operators), among them, the attendants were highly mobile. In the future work, pay attention to analyze the reasons for employees' resignation, prescribe the right medicine and formulate improvement measures.

(d) Performance evaluation and staff training: the human resources department failed to evaluate staff training. The Operation Department is mainly responsible for the training of employees at the operation level and the assessment of core management personnel, and should actively cooperate with the Operation Department for training and assessment in future work.

(5) The professional knowledge of human resources and the professional knowledge of the property industry are lacking, so it is necessary to strengthen learning and better manage human resources in combination with the actual situation of the industry.

(6) The innovation ability is not strong enough. In the future work, we should strive to complete our own work, constantly adjust our working ideas, improve our working methods, and strive to be realistic. At the same time, we should take a longer-term view, broaden our thinking, be proactive and be brave in innovation.

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