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Looking back on 21xx years, with the cordial care of the leaders of the head office and the support and cooperation of various departments, the work of the human resources department has been greatly improved. From the fledgling when it was just established, it has taken a brand-new step today, and is developing in the direction of higher grade, higher level and higher characteristics, showing a new scene. Now I will summarize the work in the past year.

1. Actively and conscientiously complete one's own job

Job responsibilities are the standard for doing a good job, so our department earnestly performs the job responsibilities of the Human Resources Department as required, and collects, sorts out and keeps the files, employment contracts and personal data of employees in various departments of the head office, and makes corresponding xx. The recruitment, interview, employment, entry and resignation of employees are completed in accordance with strict requirements, strict management and improving standards. While understanding the basic situation of employees in various departments, we should focus on the situation of management personnel, such as education level and majors, so that human resources can be better developed and utilized. In the process of employee recruitment, we make full use of network information, talent market and other means to try to accept more valuable talents, and at the same time, we have established a good cooperative partnership with the Hulan District People's Labor Bureau, which has laid a good foundation for the input of talents in Hulan District. Standardizing the entry and exit procedures and making a good handover of the goods handled not only protect the personal interests of employees, but also avoid the loss of the company's property and related materials.

second, do a good job in the basic work of employee employment

in the process of signing the annual employee employment and temporary employee contract, our department overcame all kinds of difficulties, made corresponding explanations for the questions in the contract, assisted, supervised and guided employees in various departments to sign labor contracts, safeguarded the legitimate interests of the company and guaranteed the vital interests of employees.

Third, strengthen training, and constantly improve the quality of employees

According to the requirements of the Notice on Strengthening Pre-job Training of Employees in the No.xxxxxx document of the head office, our department conducts pre-job training for employees of all departments based on Volume I and Volume II of xxxxxx Company Rules and Regulations Compilation and XXXXXX Company Post Training Textbook, with the guiding ideology of implementing the head office's policy of being diligent and pragmatic, pioneering and innovative, people-oriented and standardizing services. Combined with the actual situation of each department, a schedule is arranged for the training steps of each department, so as to strengthen the training without affecting the work of each post. While keeping a good record of the training, we will record the employees' participation in the training and training assessment in their personal files, which will be an important condition for evaluating employees in the future and play a positive role in improving the quality of employees.

IV. Strengthening assessment and standardizing services

In order to meet the needs of the reform and development of the personnel system of the head office, strengthen the standardized services of various posts and comprehensively improve the quality of logistics services, the Management Standard for Service Quality Assessment of Logistics Service Corporation has been formulated. Supervise and inspect all departments regularly or irregularly, and distribute the problems found in the inspection to all departments in the form of notification with the approval of the leaders of the head office. Often go deep into employees, understand the actual situation, coordinate the differences between employees in actual jobs, and feed back the situation to the leaders of the head office in time to ensure the smooth and healthy development of the work of various departments.

5. Accomplish other tasks assigned by the leaders while doing your own job

During the compilation of the second volume of Rules and Regulations, actively collect rules and regulations of various departments, assist the superior leaders in compiling, and contribute to the early publication of the book that embodies the hard work of all employees.

the old page will always pass, and time will not stop it. In the new semester, in view of the current situation of high mobility of employees in various departments, the human resources department will strengthen contact with various departments and go deep into employees to make them understand the gist of logistics services in a deeper level; Expand the knowledge of employee training content; Enrich the amateur cultural life of employees, improve the collective cohesion of employees, make employees feel that they live in a big family, and minimize the loss of some employees. Further improve various personnel systems, strengthen the rigor of work, improve the effectiveness of work, learn advanced management concepts and ideas, learn current affairs news, civilized service, etiquette and manners and other professional knowledge related to various departments, further improve the management level of this department, and raise the work of human resources department to a higher level. We are convinced that under the leadership of the head office, with the efforts of all staff, with the guiding ideology of the 16-character policy of logistics service, we will contribute our wisdom and strength to realize the upper level, upper level and upper characteristics of logistics service at an early date and create a logistics team that stresses politics, knows how to operate, knows how to manage and is skilled!

Work plan of recruitment 2

With the continuous expansion of enterprise scale, the demand for talents is increasing day by day. In order to carry forward enterprise culture and improve the quality of employees, to obtain talents needed for enterprise development and provide strong human support for enterprise development, the company's 21x annual recruitment plan is specially formulated in combination with the company's 21x annual development strategy and related plans.

I. Review and summary of recruitment in 21x year

The year of 21x is a year for the company to grow and develop. Facing the severe recruitment problem, the human resources department recruits staff for the enterprise through different channels. However, due to various reasons, the turnover rate of new employees is quite serious, which basically guarantees the large-scale employment needs of the enterprise.

2. Analysis of post demand in 21x years

After repeated statistics and accounting, the post demand in 21x years covers the existing personnel vacancies of various departments, resignation to fill vacancies, staffing of new projects, etc., and the specific analysis is as follows:

1. According to the personnel shortage of various departments and the pre-estimated turnover rate, the information of post recruitment in 21x years is as follows after preliminary analysis:

(1) Company executives, including vice president of operations.

(2) Middle-level cadres of the company, including: managers of administrative department and marketing department;

(2) engineering and technical personnel, including: clothing proofing division, designer, cad board maker, etc.

(3) Logistics personnel, including: marketing specialist, personnel specialist, sales specialist, sales, secretarial, etc.

(4) Total number of planned recruits in 21x years: about 21 people (including sales staff);

2. Recruitment principle: The recruitment of employees is conducted in strict accordance with the established recruitment process of the company, with the principle of open recruitment for the society and merit-based recruitment, and is reviewed from the aspects of knowledge, morality, physique and compliance with post requirements. Ensure that sufficient human resources are selected for the enterprise.

3. The key positions of each department shall be selected according to internal selection methods and procedures according to different positions:

(1) Voluntary registration; (2) unit recommendation; (3) Centralized interview; (4) classified assessment; (5) Investigate thoroughly; (6) Unified research decision.

III. Annual recruitment demand of 21x

According to the company's annual business plan and strategic development goals of 21x, all departments need to submit annual personnel demand plans, as shown in the following table:

Annual recruitment demand of 21x (personnel demand) table

IV. Personnel recruitment policies

1. Recruitment principles

(1) Affordable; (2) manageable; (3) well used; (4) stay. 2. The selection principle (1) is too high;

(2) The pressure of training and responsibilities can cultivate a large number of talents; (3) At present, the company urgently needs talents. 3. Recruitment methods

(1) Campus recruitment (main recruitment channels): Jiangsu Vocational and Technical College of Economics and Trade, Nanguang College of Communication University of China, etc.

(2) Online recruitment: giving consideration to newspapers, headhunters and internal recommendation. Online recruitment mainly includes

Carefree Future Talent Network, Zhaopin.com, 58 Tongcheng.com, Jiji.com, ChinaHR.com, People.com, Tencent Weibo, Sina Weibo, Sohu Weibo, etc. (as the case may be);

(3) Newspaper and TV recruitment: Worry-Free Future, Zhaopin, ChinaHR, Yangzi Evening News and Nanjing TV Station;

(4) On-site recruitment: Nanjing International Exhibition Center;

V. Budget of recruitment expenses

Budget table of recruitment expenses

VI. List of recruitment team members

VII. Implementation of recruitment

1. The first stage:

From mid-March to early April, the recruitment is in the peak stage, with on-site job fairs as the main focus and online recruitment as the specific plan is as follows: <

(3) Contact teachers of Jiangsu Vocational and Technical College of Economics and Trade and major specialized schools in Jiangning for recommendation and information notification;

(4) Initiate internal employee referral;

(5) Insist on refreshing online recruitment information and resume screening and contact every day, and focus on candidates for collective interviews every week, and complete 45% of the annual recruitment plan at this stage.

2. The second stage:

From mid-April to July, the on-site job fair gradually became cold, and there were fewer new applicants. At the same time, colleges and universities will actively prepare campus job fairs after the school starts one after another to ensure the employment of students. Therefore, during this period, online recruitment and campus recruitment are the main methods. The specific plans are as follows:

(1) Insist on refreshing online recruitment information and resume screening and contact every day to ensure the interview quality of personnel;

(2) Actively participate in large-scale job fairs in some colleges and universities in the province, and organize campus job fairs or special job fairs. Each job fair will have on-site company introduction, on-site initial and on-site re-examination. It is recommended that 1-2 senior leaders of the company participate, and the on-site re-examination will determine the employment results;

(3) Contact the interviewer in the early stage, and convey and introduce the recruitment information. 25% of the annual recruitment plan is completed at this stage.

3. The third stage:

From the end of July to the end of October, the number of job seekers in this stage is small and scattered. Therefore, during this period, online recruitment is the mainstay, and the fee-based on-site job fairs are reduced or not attended, as follows:

(1) Insist on refreshing online recruitment information and resume screening and contact every day;

(2) insist on it more than twice a week, and network talents actively search for contacts to supplement the vacancies of a few positions and fill vacancies after leaving

(3) understand and analyze the organizational structure and the on-the-job personnel;

(4) Pay attention to, communicate with, train and make statistical analysis of the new employees in that year; Prepare to declare the campus job fair in the second half of the year. This stage completes 15% of the annual recruitment plan.

4. Stage 4:

From the beginning of October to the end of February, all major universities will hold campus job fairs one after another. This stage mainly focuses on campus job fairs, mainly recruiting reserve talents from various departments, as follows:

(1) Establish a campus recruitment team, actively participate in comprehensive job fairs on various campuses, and hold special job fairs for preparatory companies of various institutions;

(2) Information such as online recruitment platforms and forums is normally refreshed. This stage completes 15% of the annual recruitment plan.

5. Stage 5:

From the end of February to October of 21x, the overall recruitment environment is not ideal. We mainly contact the high-level talents of the recruitment company, focusing on the annual human resources planning, summary report and statistical analysis, and do not focus on the recruitment work unless it is urgent, as follows:

(1) Analysis of the annual recruitment effect of the company, analysis of the human resources of the company, and.

(2) Prepare the annual human resources plan;

(3) summarize, discuss and analyze the work of the department, communicate and determine the personal work plan and target setting for the New Year;

(4) Establish and compile the company's talent training system and establish the talent growth plan;

(5) Establish and improve the human resource management system, process and system;

VIII. Employment Decision

According to the comprehensive results of the interview, the enterprise will inform the applicant of the results on the day or within 3 days after the end of the last round of interview, and inform the recruiter of the formalities.

IX. Induction training

1. Newcomers must have complete and valid certificates

2. On the day of induction, the Human Resources Department should inform the basic daily management regulations

3. After completing the induction procedures, the relevant training itinerary (usually trained by the department) should be arranged, and the training plan requirements should be put forward by each department and discussed with the Human Resources Department.

4. When becoming a regular employee, the Human Resources Department should strictly follow the training.

X. Statistical analysis of recruitment effect

1. The human resources department should update the staff roster in time and make a comprehensive statistical analysis of recruitment effect every six months;

2. Adjust and improve the work according to the results of effect analysis

3. Communicate and understand the work of new employees who have been employed for less than 1 years on a regular basis, and take corresponding management measures and methods.

XI. Recruitment Principles and Precautions

1. Make a careful selection, and the department heads are not allowed to try to treat the recruitment work.

2. Have a good grasp of the applicant's mentality, and require the applicant to have professionalism and a correct view of money.

3. Recruiters should consider cultivating long-term talents in enterprises (explicitly considering working in different places) and strive for the stability of employed personnel. Under the same conditions, the strong plasticity is preferred.

4. Pay attention to the professional skills of the candidates, and don't be limited by the job requirements in your mind.

5. Make full preparations before the interview (regarding interview questions and answers, written examination, etc.), and pay attention to the overall image such as personal dress.

6. The reception of the candidates must be warm, polite, decent and generous, and no disputes with the candidates are allowed.

7. if you have any questions in the recruitment process, please consult the manager of the human resources department.

Work Plan of Recruitment 3

Time flies, and 2117 is drawing to a close in a blink of an eye. First of all, I would like to thank the company leaders for giving me the opportunity to show myself and realize my own value. During this time, the company leaders and colleagues gave me enough support and help, which made me have a more systematic understanding of the recruitment work. I have accumulated some valuable experience in my work and gained a lot from it. At the same time, I am also moved and proud that I have the opportunity to become a member of Tongze.

I remember when I applied for the job, the harmonious, United and uplifting atmosphere of the company deeply touched me. Looking back on my work in the past two months, I finally took the first step of development despite my meager contribution to the company. I have carefully studied the basic knowledge of the company's management system, organizational structure and other aspects, and basically completed the recruitment task arranged by the leaders, which is inseparable from the guidance of the leaders and the help of my colleagues. I will continue to work, spur myself with honesty, seriousness and humility, and make the recruitment work more perfect and meticulous. The following are the work contents in the past two months:

1. Recruitment work

1. Daily recruitment positions