A full working life, inadvertently passed. Looking back on this period, our working ability and experience have been improved. We should check, tidy up and write a work summary. What are the characteristics of a good job summary? The following is my summary of the work of the human resources department, hoping to help you.

The work summary of the Human Resources Department is 1 20xx, which is the year of strategic reform of Sichuan Shihe Group. With the full promotion of the company's general manager, Chang Song organized systematic, automated and refined training packages, and the "Young Eagle Program" was launched. The company has taken active actions from top to bottom, and the team of Shihe has been quietly changing.

As the functional department of the company, the human resources department must be a good staff of the leaders, establish the front-line idea of service marketing and perform its duties well.

Looking back on the work in 20xx, the Human Resources Department has mainly carried out the following work:

I. Personnel management

1, employee file and labor contract management

According to the purpose and records of the files, the files of all personnel were sorted out, and the relevant departments and personnel were informed to supplement the missing information in the files, reconfirmed and entered into the employee basic information ledger.

At present, only 95% employees of the company have signed labor contracts. In the next step, our department will continue to improve and strengthen the management of labor contracts, focusing on signing and renewing labor contracts for those who have not signed labor contracts or whose contracts have expired, so as to prevent legal risks.

2, improve the personnel workflow management.

In June, my department issued the Learning Confirmation Sheet of Company Management System, and informed all centers and departments of the company to require all employees to sign it, which further strengthened the understanding and recognition of each employee on the company system and improved the business process. This work was completed in July.

3. Entry and exit formalities.

From June to June this year, there were 43 employees in functional departments and 65,438 employees in stores. 3 1 employees who left the functional department and 14 1 employees who left the store. This year, the number of functional departments increased by 12, and the number of shops increased by 27, a total of 39. By June 30th, 20xx, the company had 537 employees (including probation employees).

4. Distribute birthday gifts to employees

Since April this year, the company has decided to buy and sell birthday gifts for employees in TICHY Taobao shop every month, and distribute letters of condolence and gifts before the 25th of each month. According to statistics, 2 10- 14 birthday gifts were distributed in 20xx.

Second, recruitment management.

1, expand recruitment channels

On the one hand, while using the Yu Hui talent market with regular fees for recruitment, we actively pay attention to the free labor market, such as Jinma and Wenjiang talent markets.

On the other hand, in order to strengthen online recruitment, in addition to charging the future worry-free network, free Wenjiang Hong Jie talent network and Yu Hui talent network have also been opened. In addition, a free 58-city network was opened with a personal QQ account, and the use of this channel was taught to the store manager with large turnover. At the same time, through schools, shopping malls, shops, peer excavation, internal recommendation and other channels, the job requirements of various departments of the company were recruited.

2. Summary analysis of employed personnel (as of June 30, excluding those who have been approved to give up employment)

Charts: ellipsis

As can be seen from the above figure, the company's development needs personnel are mainly concentrated in three clothing brand centers; The demand for personnel by functional departments mainly comes from administrative departments.

3. Recruitment expenses: omitted

As can be seen from the above table, from 1 to 65438+February, the company has spent 4032 yuan on the recruitment of 20xx (including 1900 yuan in the second half of the year), which basically meets the company's employment needs with extremely low recruitment expenses.

Third, pay performance management

From 20xx/kloc-0 to June, the average paid salary of employees in the whole company was 36 12.65 yuan/month, an increase of 3.07% compared with 3504.9 1 yuan/month in the same period of last year.

In coordination with the strategic reform of the Group, the salary adjustment plan of Shengyuzhu Store was drafted, which was prepared to be implemented after being approved by the company in July 1 day of 20xx.

Fourth, social security management.

1, social security base adjustment.

Actively grasp the changes in social security policies and adjust the proportion of old-age insurance from 60% to 40%. Without any notice, the Social Security Bureau lowered the social security pension insurance base from 65438+ 10/month 1, saving expenses for the company. Take the social security subject of an enterprise as an example: the social security coverage base of the original enterprise is: pension: 2 156 medical care:191fertility: 19 165438 unemployment:1. After consulting the superior, our unit needs to adjust the base of endowment insurance to: xx, and other bases remain unchanged.

2. The addition of social security subjects.

Due to the development of the company, our unit needs to add two social security entities. With the cooperation of the financial department, the social security entities of "Jessie Clothing Store in High-tech Zone" and "Chengdu Zunzhi Trading Co., Ltd." were added. As of June 30th, the total number of social security entities in the company was 14, namely: Sichuan Shihe Enterprise Management Co., Ltd., Chengdu Shihe Trading Co., Ltd., Tian Zi Clothing Store, Jinwu Collection, Xinjin Jiexi Clothing Store, Jiexi Clothing Store in High-tech Zone, Chengdu Zunzhi Trading Co., Ltd., jinniu district Father Jiexi Clothing Store, Qingyang District Jiexi Clothing Store, Qingyang District Liaoyue Clothing Store and Qingyang District Jiexi Clothing Store.

3. Verification of the Audit Section of the Social Security Bureau.

In June this year, the Social Security Bureau conducted a routine inspection of Chengdu Shihe Social Security Entity of our company, and with the assistance of the Finance Department, all the required information was prepared in time for filing in the Social Security Bureau. After verification by the Social Security Bureau, the information submitted is inconsistent with the actual number of people in our unit, and the solution is put forward. After being reviewed by the leaders and declared again, it passed the verification of our company by the Social Security Bureau.

4. Preparation of application materials for residual insurance benefits

Two enterprises of our company: Sichuan Shihe Enterprise Management Co., Ltd. and Chengdu Shihe Trading Co., Ltd. need to resettle the disabled and report to the Disabled Persons' Federation. In June, our department began to actively prepare materials and went to the Disabled Persons' Federation to receive 20xx residual insurance documents. According to this year's disability insurance fund document, the information of disabled people in our unit is complete, and the number of disabled people is up to standard. It is expected to report to Wenjiang District Disabled Persons' Federation and Chengdu Disabled Persons' Federation in July.

Verb (abbreviation of verb) attendance management

In this year's work, our department will handle employees' leave, going out, traveling and overtime on time. Organize employee attendance data every month. Keep abreast of employee attendance, collect employee sick leave certificates, funeral leave certificates and marriage leave certificates and file them. Corrected the mistakes in attendance according to the Attendance System, and further publicized the system.

Problems and suggestions of intransitive verbs

1, performance appraisal

Assessment indicators need to be classified, some indicators are not necessary for monthly assessment, and monthly indicators should pay attention to work performance and assigned work results. For example, the evaluation of "ability and quality" can be placed in the entry and annual assessment indicators. The feedback link of performance communication needs to be strengthened. Through communication, the assessed should clearly know the requirements of his superiors. The appraiser delivers the work points, goals and work values to the appraiser, and both parties reach * * * knowledge and commitment. Moreover, with the help of the vertically extending evaluation system, the transmission and amplification mechanism of value creation is formed within the company.

Step 2 attend

There are grass-roots employees in the company who have no fingerprint attendance, such as canteen staff, which is a hidden danger of legal disputes. It is suggested that they be invited to work for fingerprint attendance every day, but don't remember to be late and leave early, so that all grass-roots personnel can have full coverage of fingerprint attendance.

Seven. Work plan for next year

In the second half of the year, the Human Resources Department closely focused on the work center determined by the company's strategic reform committee, strived to improve the management level, performed its duties, acted as a good consultant, and focused on the following tasks:

1. Discussion and implementation of Sheng Yuzhu's salary adjustment scheme. Drafting the salary adjustment scheme of Jessie and Tich brands.

2. Draft the salary adjustment scheme of functional departments.

3. The implementation of Chang Song's organizational system in human resource management.

4. In the organizational structure mode of the company, sort out the responsibilities of the company departments and integrate the workflow.

5. Clean up the responsibilities of each position in the company and strengthen personnel management.

6. Cooperate with the network information department to gradually establish the company HR system management database (excluding salary) to meet the needs of the company's business management and marketing.

Summary of the work of human resources department. While further improving the basic work of human resources, the company's human resources management and development in 20xx years; Strengthen post staffing, 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.

Basic situation of human resources.

As of 20xx65438+February 3 1, the number of employees of Nanyue Logistics (including joint ventures and holding companies) is 1880, including 67 from the company headquarters, 288 from Yi Tong/kloc-0, 300 from Guangdong Xinyue, 93 from industry and VIA1.

Logistics education in South Guangdong: As of 20xx65438+February 3 1, the company has 482 people with college education or above, including 37 doctors 1, 37 masters, 242 undergraduates and 202 junior college students.

First, through the post analysis and setting, do a good job of creating posts and personnel quota.

In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each subordinate company has formulated posts and personnel in combination with the company's main business situation, as follows:

(a) There are two categories of posts:

1, each management center is classified according to key indicators such as mileage, logarithm of service area and business scope;

2. Classify service areas according to traffic volume, turnover and other indicators. Determine the positions and staffing of each management center and service area, 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 contracted projects, and control the number of personnel and labor costs.

(3) The industry will do a good job in creating jobs and personnel according to the supply of building materials, total supply and mileage, construction period, project scale and information technology services in expressway.

(4) VIA shall, according to the characteristics of shipping and newly expanded business, and on the basis of the existing quota, make post qualification statements and job descriptions in blocks.

At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Backdoor Service Area, Guangwu and other projects, the post setting and staffing of each project were investigated, and the first-hand information on post setting and staffing was obtained.

Second, 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 company headquarters has completed the first draft of the human resources management and development system such as Staff Training Measures, Interim Measures for Human Resources Management, Interim Measures for Staff Attendance Management, Measures for Labor Contract Management and Detailed Rules for Personnel File Management. Among them, the Trial Measures for Employee Compensation and Welfare and the Interim Measures for Employee Performance Appraisal have been officially promulgated and are being implemented.

In addition to improving the original human resource management system, Guangdong Xinyue has also completed the ISO quality certification. Yi Tong Company has formulated 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, making the daily management more institutionalized, standardized and operable. According to the labor law, labor policies and regulations, combined with the actual situation of the company, Oriental Thinking has defined the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improved the company's labor and personnel management system.

Third, 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 drawn up human resources development and training methods, and has done corresponding work in training planning and coordination, but the overall level of the company's theme (knowledge popularization) training and the company's headquarters staff training needs to be strengthened.

Yi Tong carefully organized and earnestly carried out various trainings. On-the-job training for new employees, * * * held three training sessions for new employees in service areas, each with 203 people for 20 days. A training course for middle managers was held with 39 participants. The service area manager should be aware of the training, which lasted for nearly 4 months and was attended by 2 1 person. The training is divided into two stages. The first stage: 4-day off-the-job training, mainly training in service area management quality, business process, business strategy, financial management, official document writing and so on. The second stage: amateur self-study laws, regulations and knowledge training for nearly 4 months, and a written test. Organized or sent 308 person-times to participate in human resource management, labor insurance, family planning, ISO900 1:20xx: 20xx quality management system, registered safety officer, fixed assets management, financial accounting foundation and file management, tax law, official document writing, construction engineering management, convenience store information system management, document science and technology file management, security backbone, chef, braised pork, Chinese food.

Guangdong New Guangdong Training has achieved remarkable results. On the one hand, the new Guangdong pays attention to the training of technicians, and participates 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 study the following daily jobs: organize human resources managers to carry out special business training and study, and actively cooperate with the development department and technical service department to carry out internal technical management training, induction training for new employees and outdoor expansion ability training. Employees ***8 1 person-times participated in the training throughout the year (including middle-level and above managers 13 person-times).

According to the annual training plan, the industry has strengthened the education and training of employees. Conduct induction training 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.

Fourth, starting with performance evaluation, we should objectively, fairly and reasonably evaluate employees' performance and stimulate their potential and enthusiasm for work.

Through the daily and annual assessment of employees, the company links the assessment results with employees' salary, post adjustment, training development and vacation. Establish a self-disciplined employment mechanism that can be promoted and demoted, enter and exit, 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 related performance appraisal management system, the industry links the assessment results with floating wages and year-end bonuses, which greatly improves the enthusiasm and initiative of employees and forms a situation in which employees strive for Excellence.

Verb (abbreviation of verb) takes informatization construction as the driving force, actively cooperates 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 the Group's informatization construction, in order to give full play to the advantages of human resource management talents and informatization technology of the Group and the company, and enhance the contribution rate of key management means in informatization construction, especially human resource 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 company's office automation system, and complete the electronic informatization 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 Guangdong Communications Group's modern human resource management information system (Nanyue Logistics) 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, education, professional and technical positions, technical jobs, continuing education, social insurance, retirees management, salary signing, information inquiry and other powerful functions. The effective application of this system can greatly improve the working efficiency of human resources and the level of human resources management and development.

Summary of Human Resources Department's Work 3 20xx is coming to an end. Over the past year, under the leadership of the company's Party Committee and Board of Directors, under the specific guidance of the higher-level leading departments at all levels, and with the joint efforts of all comrades, the human resources department has earnestly implemented all the work and worked hard to learn professional knowledge in accordance with the overall requirements of "taking the road of specialization and doing standardized human resources management", thus providing human resources guarantee for the company's economic development and construction.

This year, the human resources department implemented one-to-one responsibility, defined the main person in charge of each module, and then organically combined each module to build a systematic human resources management model. In 20xx years, the professional management ability of human resources department has made a qualitative leap and promotion, and the overall work has also made great progress. However, with the rapid development of the company, the human resources department still has a lot to learn and many problems to solve. In view of this, this year's work summary report is as follows:

I. Recruitment and staffing

1, current employee structure

As of February 6, 20xx 65438, our company had employees 1205. Among them, male employees 1076 and female employees 129; Among them, there are 256 management positions. Auxiliary posts 150, with 809 post workers.

At this stage, the age composition of company personnel is as follows:

20-29 years old 5 15 people; 396 people aged 30-39;

242 people aged 40-49; 52 people aged 50-59.

See table 20xx for the distribution of employees in specific departments.

2. External recruitment

In 20xx, 86 new employees were recruited, including 5 master students, 30 undergraduates and 50 post workers. Thirty-five graduate students and undergraduates are recruited by colleges and universities, and they are all arranged in management positions in various departments as reserve forces after the internship expires; Our company cooperates with Keqi Personnel Bureau to recruit 50 post workers. In this recruitment process, some leaders of the Keqi Commission for Discipline Inspection also participated in the whole process, further ensuring the principle of fairness, justice and openness in this recruitment work.

3. Internal recruitment

In order to stabilize the workforce, improve employees' work enthusiasm and sense of competition, some management positions are recruited for the whole company, and two new storekeepers are added in the warehouse center, both of whom are front-line employees in the factory workshop.

Second, training and development.

When the company is constantly developing, the internal and external environment is constantly changing, and the company is faced with a series of new difficulties and problems due to various factors, it must be trained to effectively solve these problems. Training is an effective way to improve employees' working ability and skills.

1, induction training

Induction training is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The Human Resources Department organizes relevant departments of the company to conduct induction training for new employees in terms of company development status and future development planning, professional ethics, labor safety, environmental protection, occupational health, social security, job responsibilities, employee rights and interests, wages and benefits, etc. This year, * * * has trained nearly 85 people.

2, on-the-job training

In 20xx, the correspondence study of "junior high school" jointly organized by the company and Inner Mongolia University of Science and Technology is still in progress in an orderly way. The number of students is 98. The total tuition fee for all students is 476,5438+0,000 yuan.

Third, attendance management.

In order to strengthen attendance management, taking into account the loopholes in attendance management caused by the disadvantages of fingerprint machine, the Human Resources Department has introduced a face scanning attendance machine and the corresponding attendance system, which facilitates the attendance of various departments, standardizes the attendance management of the company, greatly improves the efficiency of attendance statistics, reduces the attendance cost and improves the accuracy of attendance.

Fourth, salary and welfare management.

1, total compensation management

The control of total salary is the focus of salary work in human resources department. At the beginning of the year, according to the company's output and profit indicators for each branch, the human resources department budgeted the total wages of each branch, conducted fair and just wage accounting, and improved the enthusiasm of front-line employees. Throughout the year, the Human Resources Department timely and accurately adjusts the salary on a monthly basis according to the post changes of employees in various departments, so that there are no complaints throughout the year.

2. "Five insurances and two gold"

According to the requirements of social insurance center and housing provident fund management center, the company has completed the declaration and payment of five insurances and one gold for 1 160 employees according to law, and the total amount of "five insurances and one gold" paid by employees is about 32,883,500 yuan; In addition, the total amount of enterprise annuity paid by the unit for employees is about 6.5438+0.56 million yuan. The total amount paid by the "five insurances and two gold" unit is about 34.3433 million yuan.

3, labor protection supplies

In 20xx years, the employee's labor insurance supplies were distributed timely and accurately without complaints.

Verb (abbreviation of verb) labor relations management

1, sign a labor contract

20xx completed the signing and renewal of labor contracts for 309 people in accordance with national policies and laws.

2, terminate the labor contract

This year, due to dismissal, resignation, retirement and other reasons, 29 people terminated and dissolved their labor contracts, including 2 retirees.

3. Work injury management

In 20xx, there were 9 industrial accidents in * * * Company, and the Human Resources Department actively cooperated with all departments to deal with the accidents in time according to the procedures. Some employees have returned to work.

Sixth, improve the management system.

In 20xx, the human resources department improved the human resources management system and added several modules. In particular, in the attendance system, the time limit of various holidays and holiday wages are clearly stipulated, which will be distributed to all departments after the company's resolution is passed at the beginning of 20xx. I believe it will be of great help to the personnel management of various departments.

Seven, the shortcomings of this year's work

Over the past year, the standardization of human resources work has initially established the work direction and objectives, introduced some human resources management concepts and work into the daily work of various business departments, and provided the services we should provide. However, there is still a long way to go from the company's requirements and our own goals, and we have not met the ideal expectations of employees, and there are still many shortcomings that need to be adjusted and improved. Details are as follows:

1. Human resource management lacks long-term development planning, fails to provide professional reference opinions for the company's development and decision-making, and fails to provide professional support, consultation and guidance for the long-term development of other departments.

2. The concept of human resource management has not been deeply rooted in the hearts of the people. The human resource management system and process have not been successfully implemented in daily work, and there is still a sense of distance from the use requirements of middle-level and grass-roots managers.

3. The management of personnel recruitment, transfer and resignation is not completely orderly, and the statistical work of human resources is still in its infancy, and the speed and accuracy of information update need to be improved.

4. The company's performance appraisal is still relatively extensive, and the indicators are relatively simple. It does not really play a role in guiding managers and employees with performance management and unifying their concerns and behaviors to the company's development direction and goals. The performance appraisal schemes among various units are relatively independent, and there is no unified value orientation and direction guidance for performance appraisal.

5. Lack of systematic and long-term training system planning: Although the training work is going on for a long time, the depth and breadth of training need to be further strengthened. The effect of training needs to be evaluated, and the training work can be improved through evaluation.

6. The construction of employee relations needs to be more systematic and strengthened, and the legal awareness and legal consulting service level of human resources departments need to be further improved. It is necessary to understand and implement national, provincial and municipal laws and regulations in combination with the work of this department, and provide useful service support for the development of the company.

7. The professional level of team building is not enough, and the professional level of our department members is not enough. We should not only strengthen the study of professional knowledge and work experience, but also strengthen the understanding and study of the company and business. Only by continuous learning can we really do the work of the human resources department, especially the service work.

Eight. Work plan for next year

1. Prepare the medium and long-term human resources development plan and submit it for approval;

2. Mainly focus on the revision and standardization of the salary and performance pilot scheme, and continuously supervise and manage the operation process;

3, according to the factors such as job responsibilities, establish an effective performance appraisal index system, and guide each unit to adjust and improve its performance appraisal scheme according to the evaluation index system, so as to promote the solid implementation of performance appraisal;

4. Publicize and promote the implementation of human resource management systems and processes;

5. Strengthen the informatization construction of human resources, do a good job in statistical analysis of human resources, and provide support for the company's development;

6. Do a good job in various human resources services.

In short, human resources, as the core resources of enterprises, will directly determine the core competitiveness of enterprises. Therefore, from the company level, it is not only required to establish a human resource management system with competitive advantages strategically, but also to do detailed, well-done and well-done daily specific work in all aspects of human resources, so as to help the company form a unique culture and atmosphere, improve the company's cohesion and maintain the company's innovative vitality. From the perspective of employees, it is necessary to establish a development path that encourages employees to design their own career in the enterprise according to the win-win situation between enterprises and employees, constantly improve their professional skills and level, enjoy life and work happily while realizing their self-development goals, and grow together with the company.

Summary of the work of the human resources department 4 years is a year for the company, as well. With the close unity and efforts of all departments, the management work of the Head Office has been basically completed, which has drawn a perfect full stop for the work of the whole year. The summary of human resources work and annual plan are as follows:

1. Adjust and integrate the organizational structure according to the strategic needs of the company.

In order to meet the development goals of the Group, with the implementation of the company reform, the organizational structure of the Group was adjusted and integrated, and the core contents were adjusted as follows:

A) Production bases in the province:

B) Production bases in other provinces: independent operation and management.

C) Functional departments of the Head Office:

Second, standardize job responsibilities and form job descriptions.

After the organizational structure is adjusted, the Human Resources Department will take the lead and ask all departments to re-describe the job descriptions of enterprise managers of departments, branches and divisions, including function descriptions, job responsibilities and job qualifications, according to the requirements of management system. Make employees clearly understand the work standards, which is convenient for enriching and expanding the job responsibilities of department personnel.

Third, through job analysis, create jobs, personnel and personnel, and streamline personnel.

According to the company's spirit of increasing revenue and reducing expenditure and the principle of being lean and efficient, each unit will merge and streamline personnel according to the situation, as follows:

A) merge with the traffic control department.

B) Analyze the positions of each department, and implement simple and accurate personnel according to the working conditions, with the number of people.

Fourth, personnel recruitment.

1. Standardize the recruitment process: establish the recruitment management system, formulate and implement the recruitment management regulations, and implement the written examination of fixed posts.

2. Establish all-round recruitment channels for the company;

① Open online recruitment channels to meet the needs of talents at different levels. There are five websites:

National website

Partition website

special website

② Sign a contract with 1 professional headhunting company to expand the channels of middle and high-end talents.

(3) Intensify talent mining and directional mining in the industry, introduction of colleagues and on-site recruitment in the talent market.

(4) Recruiting employees mainly through the following channels: setting up surrounding sites, setting up recommendation and reward introductions, dispatching cocoon workers by agreement, intermediary recruitment, posting announcements, school cooperation, etc.

3. Number of recruits:

Management personnel: The number of newly recruited management personnel is (including promotion).