Work plan of the new human resources supervisor

The following is a work plan article compiled by the work plan channel for the new hr supervisor for your reference!

Work planning

According to the results of pre-job analysis and post evaluation of Zuoshang Enterprise Management Consulting Co., Ltd., on the premise of adjusting organizational structure and personnel re-allocation, the general idea of Human Resources Department is to take recruitment as the guide, adjust and improve the recruitment system of human resources, strengthen the management of new employees, assist Zuoshang Enterprise Management Consulting Co., Ltd. to implement and maintain the salary setting and performance evaluation system after post evaluation, and establish and improve the training system by using the results of job analysis and post evaluation to achieve standardization and standardization.

The specific work steps are as follows:

1, unify thoughts and establish the concept of human resource management.

In the early communication with the teachers of Zuoshang Enterprise Management Consulting Co., Ltd., they were willing to train the course of "Human Resource Management for Non-human Resource Department Directors" for the company's supervisors and above, and suggested that the company let Zuoshang Management Company train the course for the department heads and above, so as to ensure that the company formed a unified understanding in the implementation of human resource management concepts, popularize the knowledge of human resource management concepts among the management, reduce the resistance to the later performance implementation and improve the implementation efficiency.

2, strengthen internal construction, clear job responsibilities.

After the adjustment of departments and personnel, combined with the work flow, the responsibilities of each post and related staff will be further clarified within the Human Resources Department, the human resources management system, processes and forms will be comprehensively sorted out, and the internal work and meeting notification system of human resources will be formulated. Establish a regular communication mechanism within the human resources department, and combine communication channels such as meetings and training with OA communication mode, so that personnel can first develop a good internal working atmosphere.

3. Establish and improve the recruitment system and strengthen the recruitment function.

First of all, according to the job responsibilities (or job descriptions) of each post, refine the basic post quality, establish the basic post quality model, determine the recruitment standards, and establish the basic post quality model base to make preliminary preparations for resume screening, so as to make the recruitment more systematic.

Second, build recruitment channels. At present, the main recruitment channels are internal recruitment, industry media, talent market, campus recruitment, talent agency, interpersonal recommendation, online recruitment, talent pursuit and so on. Combined with the current recruitment effect and industry characteristics, we will increase online publicity, post small advertisements and recommend by insiders. On the basis of maintaining the existing recruitment channels, communicate with external recruiters to learn more channels and explore new recruitment channels.

Third, establish an evaluation system for management recruitment. Evaluate and evaluate the recruited managers and choose evaluation tools to provide more reference for the interviewer's evaluation.

Fourth, optimize the recruitment process. According to the characteristics that the offices of the Group and each company are relatively scattered, and the recruitment work is managed by the Group in a unified way, the interview linkage between the Group and each company is established in the process setting, so as to ensure that the recruiters are satisfied with both the recruiter and the record, which is more suitable for the post requirements.

Fifth, improve the forms of recruitment, assessment and evaluation. Optimize all kinds of recruitment forms according to the requirements of process and structured interview approval.

4. Establish and improve the training system and strengthen the evaluation of training effect.

The construction of the company's training system is guided by the enterprise strategy and focuses on the improvement of employees' post competence. While paying attention to employee career shaping and career planning, we will improve employee performance and organizational efficiency, promote the all-round development of employees, and provide dynamic talent support for the company's sustainable development.

First of all, establish a training organization system with the human resources department as the leading factor and the heads and managers of all departments as the backbone, and standardize the development, arrangement and teaching methods of training courses according to different levels.

Secondly, establish a curriculum system.

On the establishment of the curriculum system for new employees, with cultural identity and role orientation as the core, we choose to develop different courses for training at the beginning, middle and end of the trial training respectively. General situation, development history, business model and corporate culture of the enterprise at the initial stage of employment, and curriculum arrangement centered on employee code of conduct, enterprise system, rules and regulations, workflow and instrument etiquette; In the medium term, we should focus on team awareness training and professional quality guidance as much as possible; Before the end of the trial, summarize and promote, sense of responsibility, etc. , and combined with the self-examination summary of employees, enhance the cognitive ability of enterprises and positions.

On the basis of the establishment of the curriculum system for old employees, with discipline awareness and work skills as the core, training courses on team spirit, work attitude, workflow improvement, employee behavior norms, rules and regulations are carried out from time to time, and courses are developed according to training needs and shortcomings in work.

On the basis of curriculum setting for backbone and grass-roots managers, curriculum development and arrangement are based on training needs such as team management, communication ability, time management and work efficiency, training and guidance ability, and enterprise operation needs.

In the middle and senior managers' curriculum, courses such as professional managers' core skills, leadership and execution, how to build an efficient work team, problem analysis and solution, time management and work plan, and HR management of non-HR managers have been developed.

Curriculum development must dynamically adjust the key training content according to the company's development strategic needs and the growth of employees. Gradually form the company's project and case base.

According to different training objects, choose different training forms.

Third, the construction of training lecturer team. Combined with the current training situation of the company, the training lecturer team is mainly composed of backbones and supervisors at all levels to train the necessary qualities and skills of lecturers. Combined with the training needs of different levels, external training of lecturers or participation in external training is adopted, so that the lecturer team is mainly internal lecturers, supplemented by external training and external training.

During the interview, due to the nature of the company's business and the characteristics of working hours, some backbones and supervisors are training employees, but the effect is not good and they are not active in teaching.

In the construction of training lecturers, a teaching reward system can be established. According to different types of courses, the Human Resources Department adopts different evaluation methods for teaching level, attitude and effect, and rewards teachers with evaluation points to enhance their enthusiasm and self-improvement ability.

Fourth, the construction of training system and process system. Organize the preparation of the company's current training system, and make necessary revisions according to the company's business development needs, improve the training system and optimize the training process.

Fifth, the construction of training evaluation system. For each training, different degrees of evaluation are made according to the teaching content. After the training, the trainer should give feedback on the training suggestions and opinions, training courses and lecturers, and make a response rating first; Test training courses or let employees talk about their experiences and make a good evaluation at the learning level; After the completion of the whole period of training, check whether the behavior and performance of the participants have changed or improved, and evaluate them at the behavioral level; Whether the training has had a positive impact on the company's operation and development, so as to evaluate the effect.

Sixth, establish and improve training files. Employee training files are an important basis for employee promotion, year-end evaluation and prevention of labor disputes. According to the management efficiency, everyone can file or file monthly to ensure the integrity of employee training files.

5. Strengthen execution and promote the operation of performance-based pay system.

Performance-based salary system is determined by the assistant management company on the basis of job investigation, job analysis and job evaluation, which takes a long time to form, mobilizes many people and has high production cost. The Human Resources Department assists the management to strengthen implementation and make good use of performance interview, tracking, effect evaluation and assessment results.

First, strengthen inspection and tracking to ensure the accuracy and authenticity of the data sources of performance indicators;

Second, for each evaluation index, it should be quantified as much as possible, but not quantified. The evaluation method should be scientific and the index definition should be clear.

Third, the performance appraisal process should be fair and just; Performance results must be fed back to individuals, so as to ensure that the assessed personnel understand their own shortcomings and know how to improve their work in the next step.

Fourthly, combining with the follow-up guidance in the evaluation process, we can understand the personnel needs and formulate personnel training courses.

6. Other aspects

Guide subordinates to do a good job in employee relationship management. The first is the annual audit of social security; The second is employee file management; Third, labor contract management; Fourth, department employees should conduct necessary employee interviews at the grassroots level and make records; Fifth, the completeness of personnel statement submission; The sixth is to formulate and complete the work plan summary and standardization of employee relations and personnel affairs.

Because of the short entry time, what I saw and heard at work is only a reference. For a large amount of information, I must first digest it, and then analyze the key factors and background of understanding it. It will be effective to try to solve them through superficial understanding of deeper causes.