I. overview of human resources work in 211x.
in p>211x, while further improving the basic work of human resources, the company's human resources management and development; Strengthen the establishment of posts and personnel, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.
second, the basic situation of human resources.
as of February 31th, 211x, the number of employees of XX Logistics (including joint ventures and holding companies) was 1,881, including 67 from the company headquarters, 1,288 from Tongyi, 311 from Guangdong Xinyue, 93 from industry, 17 from VIA and 115 from Oriental Thinking.
X logistics education: as of February 31th, 211x, the company has 482 people with junior college education or above, including 1 doctors, 37 masters, 242 undergraduates and 212 junior college students.
third, through post analysis and setting, do a good job of creating posts and personnel.
in order to cooperate with the assessment of the company's operating performance and employee performance, and to strengthen the control of labor costs, according to the principle of being lean and efficient, all subordinate companies make posts and personnel quotas in combination with the company's main business situation, as follows:
(1) Posts and personnel quotas are divided into two categories: 1. Management centers are classified according to key indicators such as mileage, service area logarithm and business scope; 2. The service areas are classified according to traffic volume, turnover and other indicators.
determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.
(2) Guangdong Xinyue should optimize the existing organizational structure, posts and personnel appropriately and reasonably according to the traffic safety facilities, communication, power supply, monitoring and charging of highway projects and the total amount, mileage and construction period of contract projects, and control the number of personnel and labor costs.
(3) The industry will do a good job of setting posts and personnel according to the supply of construction materials, total supply and mileage, construction period, project scale and information technology services in expressway.
(4) VIA completes the post qualification statement and job description in blocks on the basis of the existing quota according to the characteristics of shipping and newly expanded business.
At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Houmen Service Area, Guangwu and other projects, we investigated the job-setting and staffing work of each project, and got first-hand information on job-setting and staffing.
fourth, actively promote the construction of human resource management system, basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.
according to the general requirements of the company's management system, the headquarters of the company has completed the compilation of the first draft of human resources management and development systems, such as employee training measures, interim measures for human resources management, interim measures for employee attendance management, measures for labor contract management and detailed rules for personnel file management. Among them, the trial measures for employee compensation and benefits and the interim measures for employee performance appraisal have been officially promulgated and are being implemented.
Guangdong Xinyue has completed ISO quality certification in addition to improving the original human resource management system. Tongyi Company has worked out the management measures for the assessment of middle-level managers and the management measures for labor contracts, revised and improved the detailed rules for the implementation of employee attendance management and the personnel management system in service areas, so as to make the daily management more institutionalized, standardized and operational. According to the labor law, labor policies and regulations, combined with the actual situation of the company, Oriental Thinking has clarified the contents of rewards and punishments, assessment, changes and selection, vacation, labor relations, etc., and gradually improved the company's labor and personnel management system.
5. In order to meet the company's strategy and the personal development needs of employees, the development and training of human resources in subordinate companies have been greatly strengthened.
in order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the company's headquarters has drafted human resources development and training methods, and made corresponding work in training planning and coordination. However, the company's overall thematic (knowledge popularization) training and the training of employees in the company's headquarters need to be strengthened.
Tongyi has carefully organized and done a good job in all kinds of training. Conduct on-the-job training for new employees, and * * * hold three phases of training for new employees in service areas, with 213 participants in each phase for 21 days. A training course for middle managers was held, with 39 participants. The training for service area managers should know how to know, which lasted for nearly 4 months and was attended by 21 people. The training was divided into two stages. The first stage: 4 days off-job training, mainly training in service area management quality, business process, business strategy, financial management, official document writing, etc. The second stage: amateur self-study laws and regulations and knowledge training for nearly 4 months, and conducted a paper exam. Organized or sent 318 people to participate in various professional skills training courses such as human resource management, labor insurance, family planning, ISO 9111: 2111 quality management system internal auditor qualification, registered safety officer, fixed assets management, financial accounting foundation and file management, tax and tax law, official document writing, construction project management, convenience store information system management, document science and technology file management, security backbone, chef, halogen burning, Chinese food service skills, etc., to varying degrees.
Guangdong new Guangdong training has achieved remarkable results. On the one hand, New Guangdong focused on the training of technical personnel, and participated in the training courses for computer information system integration project managers and senior project managers through Saibao Certification Center; On the other hand, we should conscientiously do a good job in the following daily post business study: organize human resources managers to carry out special business training and study, actively cooperate with the development department and technical service department to carry out internal technical management training, new employees' induction training and outdoor expansion ability training. 81 employees participated in the training throughout the year (including 13 middle-level and above managers).
according to the annual training plan, the industry has strengthened the education and training of employees. The induction training was conducted for new employees from the perspectives of the company's development history and current situation, business processes and corporate culture. Organize employees to visit and study in steel mills, cement plants and asphalt plants. Train employees on the application of company logistics management platform.
VI. Conduct performance appraisal and evaluation, evaluate employees' performance objectively, fairly and reasonably, and stimulate employees' potential and work enthusiasm.
the company combines daily and annual assessment of employees, and links the assessment results with employees' salary, post adjustment, training and development, vacation, etc., and establishes an employment mechanism that can be promoted and demoted, and can enter and leave the company, so as to realize the optimal allocation of talents in various positions within the company, promote the development, management and rational use of human resources in the company, and establish a high-quality, lean and efficient workforce.
In particular, according to the employment mechanism and the relevant performance appraisal management system, the industry linked the assessment results with floating wages and year-end bonuses, which greatly improved the enthusiasm and initiative of employees and formed a situation of striving for Excellence among employees.
VII. Take informatization construction as the driving force, actively cooperate with the Group to do a good job in informatization construction of human resource management and strengthen technological innovation of human resource management.
according to the overall deployment of informatization construction of the group, in order to give full play to the advantages of human resources management talents and informatization technology of the group and the company, and enhance the contribution rate of informatization construction, especially key management means in human resources management. We require all affiliated companies to do a good job in the overall planning of the human resource management information system with the help of the office automation system of the company, and complete the electronic information construction of the company's decision-making report control system, human resource statistical information system and employee information data.
at the same time, in order to cooperate with the smooth development of the Group's human resource management informatization, our company completed the data entry of the modern human resource management information system (XX Logistics) of Guangdong Communications Group in four months from September, which is divided into six modules: personnel management, salary and welfare, performance training, organization information, report system and system management. Including the basic information of human resources, educational background, professional and technical positions, technical jobs, continuing education, social insurance, management of retired personnel, salary signing, information inquiry and other powerful functions. The effective application of this system can greatly improve the efficiency of human resources and the level of human resources management and development.
VIII. Do a good job in the company's human resources strategic planning to meet the needs of the development of XX logistics strategy.
in order to cooperate with the effective implementation of the company's strategy, according to the demand for human resources in the strategic planning of XX logistics, we have made a preliminary assumption on the human resources strategy of XX logistics.
We believe that the overall vision of XX Logistics' human resources strategy in 2116-2111 is talent-oriented, encouraging innovation, and striving to cultivate, absorb and bring up a large number of high-quality logistics talents (with emphasis on logistics and information management professionals). People make the best use of their talents, constantly improve the management level of human resources, and provide strong human resources support for the realization of XX logistics development strategy.
SWOT analysis of p>XX logistics human resources strategy: (1) Advantages: internal monopoly of transportation logistics resources; The professional quality of employees is high; Excellent salary and welfare benefits. (2) Disadvantages: lack of high-end logistics talents; The market competition consciousness is not strong; Labor costs are relatively high. (3) Opportunity: strong support from government policies; The impetus brought by China's entry into WTO; There is an adequate supply of professionals in the labor market. (4) Threats: fierce competition for talents; Frequent flow of talents; Lack of logistics and information talents. Conception of logistics talents in South Guangdong: to be a logistics person in South Guangdong with both ability and political integrity. Talent without virtue is a crooked talent; Virtue without talent is mediocrity; Without talent and virtue, it is redundant; A talented person with virtue.
XX logistics human resources strategy implementation plan: to achieve "five talents", that is, seeking talents, recognizing talents, using talents, rewarding talents and cultivating talents. (1) Seeking talents: 1. Introducing talents from outside. According to the human resources planning, through job descriptions and qualifications, select suitable recruitment methods, channels and tools, and select outstanding elements from famous university graduates and social elites to join Nanyue Logistics. 2, internal talent selection, through job rotation, competition for posts, job promotion and cadre exchange, establish an effective internal talent flow mechanism. (2) Knowledge of talents: Through the establishment of human resources management mechanisms such as talent evaluation, performance evaluation and dynamic incentives, talents can be truly discovered, so that those who are capable can be promoted, those who are mediocre can be degraded, and those who are flat can be allowed. (C) Talent: people-oriented human resource management innovation. 1, 81/21 principle, 21% of employees in the enterprise create 81% of the value of the enterprise, and these 21% core employees should be well managed. 2, authorization management, in order to adapt to today's new management thinking emphasizes the requirements of flat organization, fully mobilize the enthusiasm of employees, cultivate the dedication of employees, can be appropriately delegated to employees, so that employees can play their subjective initiative and participate in the management of the company. 3. Team building and cooperation can give full play to the role of the team in the listing of the company and the operation of major events, and cultivate employees' recognition and sense of belonging to the company. (D) Award: Establish a set of incentive system suitable for cultivating the core values and competitiveness of Nanyue Logistics. 1, establish a variety of forms of value distribution opportunities, authority, qualification recognition, honor, vacation, education and development, wages, bonuses, allowances, welfare, equity, etc. 2, employee stock ownership combined with the company's listing, employee stock ownership. The basis of equity distribution is: sustainable contribution, outstanding talent, moral character and risks taken. Maintain effective control of the company by the core layer. 3, bonuses, mainly for excess performance and innovation (including special year-end awards, etc.). 4, promotion, mainly based on the outstanding performance of employees, while referring to the level of qualifications. 5, honor, awarded honorary titles to employees with outstanding contributions and excellent work attitude, and set up an innovation honor award. (V) Education: Establish a training and development system based on human resources strategy and career planning. 1, two cores: (1) consider the requirements of enterprise strategy and business objectives for human resources; (2) Consider the career development requirements of employees. 2. Three levels: (1) System level: It involves various systems in enterprise training and development activities; (2) Resource level: various key elements that constitute the enterprise training and development system; (3) Operation level: the work content and process of enterprise training and development institutions. 3. Four links: training demand analysis, training plan formulation, training activities organization and implementation, and training effect evaluation.
IX. Do a good job in job reform, and be responsible for completing the company's procedures for going abroad.
(1) Job reform work: 1. Registration for professional and technical qualification examination, and completion of examination registration for 79 people in 9 professional subjects. 2, professional and technical titles to declare, initially identified 11 people, to declare the intermediate qualification of 2 people, to declare the senior qualification of 6 people.
Guangdong Xinyue has also gone through the qualification application procedures for 18 people, including Zhan Runqu, for computer information system integration project manager (13 people successfully applied for project manager and 6 people applied for senior project manager); At the same time, assist in the annual examination of all kinds of qualification certificates of the company.
(2) Going abroad: 1. Responsible for handling multiple business trips to and from Hong Kong and Macao for nine people in the company for six months; 9 people will apply for 3 months and 2 business trips to Hong Kong and Macao. 2. Assist in handling several overseas study and training missions.
Guangdong Xinyue handled 4 round-trip Hong Kong Pass declaration procedures for some managers, and handled 21 delegations to study abroad.
11. according to the company's business and structural integration arrangements, do a good job in the allocation of human resources for the handover of Guangdong.
in order to speed up the listing of the company, optimize the internal resource combination of the group, and straighten out the ownership of our management relationship with Guangdong Xinyue, according to the unified deployment of the company, our department is mainly responsible for the timely handling of personnel files, administrative salary letters, work appraisal and labor manuals, labor and employment procedures, social insurance and housing accumulation fund payment of the personnel transferred from Guangdong Xinyue.
Xi. Cooperate to complete the personnel diversion work of VIA Company.
In order to realize the smooth development of VIA Company and reverse the situation that the management and monitoring of its express delivery business are not in place and the cost can't be controlled, we actively cooperate with VIA Company and give strong support from personnel management. The human resources department of VIA Company has done a good job of persuasion and explanation patiently and meticulously, acted according to the law, rationally grasped the policy, and strictly controlled the compensation scale for terminating the labor contract, and successfully completed the personnel diversion work. 311 people have been streamlined and diverted successively, and the compensation cost is only over RMB 111,111, which greatly reduces the labor costs and expenses, and truly achieves proper diversion and smooth transition.
XII. Do a good job in the basic and daily management of human resources management, and complete various tasks assigned by superior business departments and company leaders.
1. The annual review of labor and the declaration of total wages were handled in time according to regulations; Establish employee salary account, and timely fill in various annual, quarterly and monthly reports on personnel salary and employment as required.
2. Go through the labor and employment procedures for the newly transferred and recruited employees of the company, and be responsible for signing and managing the labor contracts of the employees of the company.
3. according to the regulations of the labor and social security department, the procedures for reporting the payment bases of social security, unemployment insurance and medical insurance were handled according to law, and the housing accumulation fund standards of employees were adjusted.
4. Calculate and pay the employee's salary and expenses in time.
5. cooperate with the group to complete the personnel file arrangement of the company's team members; In the whole year, 25 personnel files were received and 2 personnel files were removed.
6. Cooperate with Lewan Enterprise Company.