Highlights and shortcomings of human resources work summary 1
Overview:
I. Personnel work:
System establishment, attendance management, employee recruitment, coordination and communication, etc.
Second, the administrative work:
Daily affairs, seal management, handling social security, etc.
I. Personnel management
1, with perfect responsibilities and established system.
System compilation is a very rigorous and meticulous work, which needs careful preparation. Because of the tight time and wide coverage, it is difficult for leaders to get together and discuss. In addition, the daily work is saturated, and the content may not be detailed enough, which will be continuously improved in the future.
2. Attendance management
Manage employee attendance and vacation management in combination with company system and national regulations, and issue attendance reports accurately every month. Among them, employee attendance is a difficult point, so it is strictly implemented in accordance with the company's attendance management system and regular sampling inspection is strengthened.
3. Personnel recruitment
The recruitment has been carried out well, using the online recruitment platform of Zhilian, and the total recruitment rate has reached 85%. In the recruitment process, publish recruitment notices, collect and summarize application materials, arrange interviewers and follow up the situation of interviewers.
4. Coordination and communication
The company is a young and pragmatic team.
At work, I can help establish positive employee relations. As a bridge between the company and employees, coordinate the relationship between employees and management, understand each other and communicate with each other. Assist in organizing various activities of employees.
Second, the administrative work
1. Handle social security, check purchase and other related matters.
Handling social security, buying checks and other related matters has really caused many difficulties for me as a "newcomer" at the beginning of my work. Fortunately, with the strong support of the company leaders and the assistance of other colleagues in charge of administration, I have the opportunity to gradually mature in repeated exercise and work more and more efficiently. Now I can complete the whole process of related matters by myself, and I can actively cooperate with the leaders to handle related administrative affairs.
2. Preservation and use of seals
Seal is an important document and tool to exercise authority in the company's management activities and clarify the relationship between various rights and obligations of the company. Even affect the survival and development of the company, in order to prevent the occurrence of unnecessary factors and safeguard the interests of the company. I am particularly cautious in this regard, requiring employees to fill in the seal and use it, and can only use it after obtaining the approval of the leader. In terms of storage, it is also properly locked in the cabinet.
3. While completing the above-mentioned daily personnel and administrative management work, you can also actively assist the leaders to do all kinds of difficult work and complete it in time and accurately.
The above is a comprehensive work summary. In the next work, I will make a good work plan for the second half of the year. For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner.
As a staff member of the administrative personnel department, I am fully aware that I am not only an ordinary employee, but also an executor. As the saying goes, "the difficulties in the world begin with ease, and the great things in the world begin with detail."
In order to coordinate every little thing of a team and ensure the normal and orderly development of business, we must first correct our attitude and strive to complete the work assigned by our superiors; Secondly, we should constantly improve ourselves, seize every opportunity to learn and grow ourselves, strive to improve our professional level, and be good at discovering new things and knowledge related to work in our spare time.
Finally, give full play to your advantages as a host and share more work for the company.
Highlights and shortcomings of human resources work summary 2
Group companies and head offices increase investment in human resources, standardize human resources management, and strive to make our human resources work more professional, systematic, standardized and efficient from the perspective of professional human resources management. In this year, under the specific guidance of the superior departments at all levels, the human resources work of the branch company overcame the confusion of human resources management at this stage in accordance with the overall requirements of "taking the road of specialization and standardizing human resources management", and proceeded from the overall situation of reform, innovation and development, emancipated the mind, kept pace with the times, made pioneering efforts, stood on their own posts, earnestly implemented all the work, and worked hard to learn professional knowledge.
From the branch level, the overall work of human resource management has made great progress. However, with the rapid development of the company, there are still many things to learn and many problems to be solved. In view of this, this year's work summary report is as follows:
I. Summary of work
(A) the current staff structure
1. As of _ _ _ this year, _ _ Branch * * * has _ _ employees on the job. There are _ men _ women. The number of people with working experience of 0-4 years is the largest, with _ people, 5- 10 years as _ people,1-20 years as _ people, and more than 20 years as _ people.
Among the education levels of the existing employees in the branch, there are _ employees with _ _ kinds of education levels, _ employees with bachelor degree or above, which is the second largest employee group in the company according to education level, and _ employees with high school, technical secondary school and the same or lower education level.
The branch has 2000 engineering and technical managers, including 2000 first-class builders, 2000 senior engineers, 2000 engineers, 2000 assistant economists and 2000 assistant accountants. In 20 _ _ _ _ _ years, there were _ students who took part in the work, and students in engineering and technical management positions accounted for _%.
(2) Recruitment and distribution
1, personnel recruitment analysis
Recruitment is the most effective way to replenish the company's fresh blood, and efficient recruitment is the driving force to accelerate the blood flow. This year, _ _ * * received _ graduates from newly-built colleges and universities, and the society recruited _ people.
2. Personnel distribution and configuration
_ _ Branch has _ employees, who are distributed in the branch and its subordinate departments. Branch _ personnel, _ department _ personnel, _ department _ personnel and _ department _ personnel.
(3) Training and development
When the branch company is constantly developing, the internal and external environment is constantly changing, and the branch company is faced with a series of new difficulties and problems due to various factors, it must be trained to effectively solve these difficulties and problems. Training is an effective way to improve employees' working ability and skills. To this end, _ _ Branch organized various training contents and development work this year.
1, internal training
In order to effectively improve the management level of _ _ Branch, five trainings were organized, including induction training for new employees, business management training, technical management training, safety management training and internal education promotion training, and the total number of trainees reached _ _.
2. External training
In order to adapt to the external competitive environment, hire external lecturers to train Guanglianda's software business, 20 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
3. Development and exchange of talents
In order to meet the needs of talent competition under the new situation, _ _ Branch Company has carried out two business ability examinations to improve employees' business ability and select talents. And conducted two talent exchange activities with the Division, and two groups of business personnel ***4 people went back to _ _ headquarters to exchange and study, in order to improve the corresponding level in the project budget.
(D) Salary management
Salary management is the focus of salary work in human resources department. In the middle of the year, according to the spirit of the company's document "Notice on Doing a Good Job in the Reform of the Company's Salary System", the salary reform was carried out within the scope of the branch. As of _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ From the perspective of wage control, after the implementation of the new wage standard, it is estimated that the monthly salary will increase by _ yuan.
(5) employee relations
Serving employees sincerely and fairly and binding employees with laws, regulations and contracts are the essential characteristics of employee labor management. In 20 _ _ _ years, there are * * * registered employees, retired employees, dissolved employees, transferred employees and transferred employees.
Under the guidance of the group company and the head office on promoting the spirit of enterprise management informatization, the personnel information entry in the first stage of the _ _ system has been basically completed.
Second, the lack of work this year
Over the past year, the standardization of human resources has initially established the work direction and objectives, and also provided the branches with the services we should provide. However, there is still a long way to go from the requirements of the branch and our own goals, and it has not yet reached 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 medium and long-term development planning, and 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 management of personnel recruitment, transfer and resignation has not been 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.
(3) The sorting out of departmental responsibilities and positions has not yet been completed, which needs everyone's active recognition. Human resources needs to provide more professional guidance for all departments and improve the responsibilities and business processes of each position.
(D) The company's performance appraisal work is still relatively extensive, and the indicators are relatively simple and single. 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.
(e) 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 the training need to be further strengthened. The effect of training needs to be evaluated, and the training work can be improved through evaluation.
(VI) Lack of professionalism, initiative and self-confidence in work, lack of opportunities to understand the company's basic business and work, and lack of initiative in learning. We should not only strengthen the study of professional knowledge and work experience, but also strengthen our 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.
Three. Work plan for next year
(a) the preparation of medium and long-term human resources development plan, and submitted for approval.
(2) It mainly tracks and monitors the new salary system and performance pilot scheme, and continuously adjusts and manages the operation process.
(3) Establish an effective performance appraisal index system according to factors such as job responsibilities, guide all units to adjust and improve their performance appraisal schemes according to the evaluation index system, and promote the solid implementation of performance appraisal.
(four) to 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 further improve the personnel information of the first phase of the _ _ system, so as to lay a solid foundation for steadily promoting the second phase.
(six) to do a good job in 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.
Highlights and shortcomings of human resources work 3
20 years is a crucial year for project construction. In order to ensure the trial operation of the project as scheduled, all employees of the company, Qi Xin, worked together and devoted themselves wholeheartedly to the arduous and excellent project construction and business preparation. At the same time, the year of 20____ is also a year with a relatively large gap in personnel demand, a year of grasping performance management and promoting construction, a year of preparation for various human resources work during the operation period, and a year of further integration of employees into the enterprise. Under the guidance of the company's leaders and with the active cooperation of all departments, we actively focused on the project construction, and basically completed all the work in four aspects: personnel recruitment, performance management, human resources preparation during the operation period and corporate culture construction.
I. Personnel recruitment
The recruitment pressure in 20 _ _ _ years is still relatively high. We carry out our work in depth and in detail, make full use of various resources and the company's own advantages, and basically complete the annual recruitment task. 209 people were recruited throughout the year, and 65% of the company's existing employees were recruited this year. Among them, employees with college education or above 133, accounting for 63.6% of the newly recruited employees; There are nearly 90 management and technical personnel, accounting for 43%.
This year's conscription work has the following four characteristics:
(1) forms are diversified. According to the characteristics of personnel demand, recruitment is carried out in various ways, such as online recruitment, talent market recruitment, campus recruitment, army recruitment, peer recommendation, employee recommendation and intermediary recommendation.
(3) Quality tends to be optimized. In the recruitment work, recruiting an employee, with an average of more than 50 resumes, * * * browsing nearly 10,000 resumes; The average number of interviewers for each position is more than 5, and the number of interviewers is more than 1 000. This year, only 47 people left their jobs due to reasons such as job incompatibility and intra-group transfer, and the turnover rate was 2 1%. For an enterprise like ours, where food, shelter and work are prepared at the construction site, new employees can maintain a basically stable state.
(3) Minimize the cost. On the premise of ensuring the recruitment quality, strictly control the recruitment cost and optimize the allocation of recruitment resources. Except for actor recruitment and service personnel reserve recruitment, the recruitment cost of other personnel approaches zero.
(4) Humanized service. In order to ensure the smooth progress of the project construction, we fully communicate the recruitment needs with the employing department before recruitment; Fully respect the opinions of the employing department when recruiting, even connect the candidates for key positions with the company, and often send candidates to the construction site to meet with the employing department; After the recruitment, coordinate with relevant departments on the entry of new employees, and make full preparations for new employees to enter a warm family.
Second, performance management.
In order to achieve the goal of focusing on performance management and promoting project construction, we take regular assessment as the main method, supplemented by multiple incentive optimization, and promote the continuous improvement of the performance of employees and work teams.
(1) The essence of regular assessment in operation is "three links", that is, formal assessment is linked to formal employment, quarterly assessment is linked to quarterly performance pay and job promotion, and annual assessment is linked to year-end bonus, job promotion and personnel turnover. Through the implementation of the "three hooks", 77 people won the excellent grade award throughout the year; At the same time, three people had their pay reduced or deducted due to performance problems, and 2 1 person was automatically resigned and dismissed because he could not meet the needs of the job.
(B) Multi-incentive optimization model is reflected in:
1. On the basis of assessment, we should raise and lower the subsidy level during rehearsal to encourage actors to continuously improve their professional quality.
2. According to the employees' situation and the needs of the project, the positions of employees were adjusted in time, and 265,438+0 employees were adjusted throughout the year, accounting for 7% of the total number of employees.
3. Wages rise and fall. In the whole year, 63 people received salary promotion or job promotion above 1. Accounting for 265,438+0% of employees.
Third, business preparation
In order to achieve the company's 20-year trial operation goal, we are actively preparing for human resources work, mainly promoting the following three aspects:
(1) human resource reserve. Through various channels, nearly 60 social talents such as scenic spot operation management, catering, marketing, commodity management, finance, golf, hotel management and performing arts management are reserved; Each scenic spot reserves 220 grassroots service personnel. At the same time, it has established friendly and cooperative relations with 48 junior colleges and technical secondary schools and 1 1 talent agencies.
(2) Organizational structure design and staffing plan. On the basis of multi-party communication, the organizational structure of _ _ _ _ Park is initially designed as 8 departments, 28 rooms 149 posts, and the initial staffing is 974 people. The organizational structure design and staffing scheme of the ecological park have entered the stage of integration and adjustment, and the organizational structure design and staffing scheme of the park and hotels have begun to participate in the promotion.
(3) Fixed posts and salaries. In order to realize the marketization of the salary level of each post during the operation period, on the basis of determining the post and its basic responsibilities, we collected all kinds of information through efforts, basically formed the salary level data of each post, and systematized it, which provided valuable reference materials for the labor cost control and salary incentive of scenic spots.
Fourth, corporate culture.
The construction of enterprise culture focuses on the establishment of "four modernizations", that is, caring culture, communication culture, learning culture and clean culture.
(1) Care for culture, adhere to the people-oriented principle, and be sure to visit injured employees, individuals with difficulties and people with major setbacks.
(2) The communication culture is guided by flexible culture, and adheres to the barrier-free three-dimensional communication mode of work communication and ideological communication, horizontal communication and vertical communication, so as to keep the communication channels open. No labor disputes occurred throughout the year.
(3) Learning culture is based on study tour, and employees have been organized to visit Hong Kong, the United States, Canada, Japan, Europe and other places to learn advanced experience in scenic spot planning, environmental protection, tourism facilities construction and performing arts planning in other countries. * * 7 batches have broadened employees' horizons and better promoted the development of project construction.
(4) The culture of clean government focuses on prevention. Through information boards, newspapers and other means, the anti-corruption campaign was thoroughly publicized, and the "Responsibility Letter for Building a Clean and Honest Party Style for 20 Years" was signed. At the same time, the annual work tasks have been successfully completed in terms of advanced education and the construction of grass-roots party organizations.
In addition, there are still many shortcomings in our work, such as the incentive system needs to be improved, the operability of salary management needs to be improved, the recruitment quality is not satisfactory, the staff training is not in place, the content of corporate culture construction is relatively thin, and there are still many unfinished work in internal management. These need to be overcome within 20 _ _ _.
Highlights and shortcomings of human resources work summary 4
I. Overview of human resources work in the past 20 years.
In the past 20 years, the company's human resources management and development have further improved the basic work of human resources; 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.
Second, the basic situation of human resources.
By June 20th, 65438+February 3rd, 654381,the number of employees of Nanyue Logistics (including joint ventures and holding companies) was 1880, including 67 from the company headquarters, 288 from Yi Tong/kloc-0, 300 from Guangdong Xinyue, 93 from the industry and VIA/kloc-0.
Nanyue Logistics Education: By the end of 20____, 65,438+February 3 1, there were 482 people with college education or above, including 37 doctors 1, 37 masters, 242 undergraduates and 202 junior college students.
Third, through post analysis and setting, do a good job in creating posts and personnel.
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:
There are two types of posts and personnel in the post office:
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.
3. Determine the positions and staffing of management centers and service areas, and strive to provide standardized modules for the construction of new service areas.
4. Guangdong Xinyue should appropriately and reasonably optimize the existing organizational structure, posts and personnel, and control the number of personnel and labor costs 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.
5. According to the supply of building materials, total supply and mileage, construction period, project scale and information technology services in expressway, the industry should create jobs and personnel.
6. According to the characteristics of shipping and newly expanded business, VIA completes the post qualification statement and job description in blocks on the basis of the existing quota.
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.
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 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.
Verb (abbreviation of verb) In order to meet the needs of company strategy and personal development 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, ISO 900 1:_ _ _ _ quality management system internal auditor qualification, registered safety officer, fixed assets management, financial accounting foundation and file management, taxation and 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 service.
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).
5. Make efforts to reform the work and be responsible for completing the company's procedures for going abroad.
Work reform work:
1, registered for the professional and technical qualification examination, and completed the examination registration of 9 professional subjects for 79 times. 2, professional and technical titles, first identified 10 people, 2 people to declare intermediate qualifications, 6 people to declare advanced qualifications.
Guangdong Xinyue also handled the qualification application procedures for Zhan Runqu and other 18 computer information system integration project managers (of which 13 successfully applied for project manager and 6 applied for senior project manager); At the same time, assist in the annual examination of various qualification certificates of the company.
Go abroad to handle:
2. Responsible for handling multiple business trips to Hong Kong and Macao for 9 people in the company for 6 months; Nine people will apply for two business trips to Hong Kong and Macao in three months. 2. Assist in handling many overseas study and training tasks.
Guangdong Xinyue handled four round-trip Hong Kong Pass declaration procedures for some managers, and 2 1 person went abroad to study for two groups.
6. According to the arrangement of the company's business and structure integration, do a good job in the allocation of human resources in the handover of Guangdong and New 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 the management relationship between our company and Guangdong Xinyue, according to the unified deployment of the company, our company is mainly responsible for timely handling the personnel files, administrative salary letters of introduction, work appraisal and labor manual, labor employment procedures, social insurance and housing accumulation fund payment of Guangdong Xinyue handover personnel.
Seven. 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 cannot be controlled, we actively cooperate with VIA Company and give strong support in personnel management. The human resources department of VIA Company successfully completed the personnel diversion work by formulating a strict diversion plan, acting in accordance with the law, reasonably grasping policies, strictly controlling the compensation scale for terminating labor contracts, and patiently and meticulously persuading and explaining the work. The staff was reduced by 3 10, and the compensation cost was only 65,438+10,000 yuan, which greatly reduced the labor cost and expenses, and truly achieved proper diversion and smooth transition.
Eight, do a good job in the basic and daily management of human resources management, and complete the tasks assigned by the superior business departments and company leaders.
1, and handled the annual labor audit and salary declaration in time according to the regulations; Establish employee salary account, and fill in various annual, quarterly and monthly reports of employee salary and employment in time as required.
2. Handle 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. In accordance with the provisions of the labor and social security department, the procedures for reporting the payment base of social security, unemployment insurance and medical insurance have been handled according to law, and the standard of employee housing provident fund has been adjusted.
4. Calculate and pay employees' wages and expenses in time.
5. Cooperate with the group to complete the personnel file arrangement of the company team members; In the whole year, 25 personnel files were received, and 2 personnel files were excluded.
6. Cooperate with Wan Le Enterprise Company to complete the personnel agency of the company.
7. Complete other tasks temporarily assigned by the leaders of the group and the company.
Summary of highlights and shortcomings of human resources work 5
In 20____ _, based on the performance appraisal work in _ _ _ _ _, the human resources department began to improve the company's performance appraisal system, and implemented and operated it persistently.
First, the specific implementation plan
1. Complete the revision and writing of the "Company Performance Appraisal System" and supporting schemes, and submit them to the general manager's office meeting (or department manager's meeting) for deliberation and approval;
2. Since the Spring Festival of _ _ _ _, the performance appraisal has been fully implemented according to the revised and improved performance appraisal system;
3. Main work content: According to the shortcomings in the annual performance appraisal, revise the current performance appraisal rules, specific requirements and related use forms, and suggest that the assessment forms, assessment items, assessment methods, feedback and improvement of assessment results, assessment results and salary system be greatly revised to ensure the benign operation of performance appraisal; It is suggested that target management and performance appraisal should be separated and carried out in parallel.
The inspection of target management is a regular work to correct the target, and its result is only one of the reference items of performance appraisal; Full consideration will be given to the performance appraisal of all employees. The performance appraisal of the _ _ _ department manager is not successful strictly speaking. After the performance appraisal system is improved in _ _ _ years, the Human Resources Department will conduct performance appraisal for all employees.
4. The implementation process is a continuous work throughout the year. The standard for human resources departments to achieve this goal is to ensure the establishment of a scientific, reasonable, fair and effective performance evaluation system.
Second, the implementation of the objectives of the matters needing attention
1, performance appraisal involves the vital interests of all departments and employees, so human resources departments should publicize and dispel doubts about the fundamental significance of performance appraisal on the basis of ensuring performance appraisal and salary system. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their goals through performance appraisal.
2. As a new thing in the development of human resources, the performance appraisal system will inevitably encounter some unexpected difficulties and problems during its operation. During the operation, the human resources department will pay attention to the opinions and suggestions of people at all levels and adjust and improve the working methods in time.
3. Performance appraisal itself is a communication work and a process of continuous improvement. The human resources department will pay attention to the vertical and horizontal communication in the operation process to ensure the smooth performance appraisal.
Third, the target responsible person
First responsible person: manager of human resources department
Co-leader: Assistant Manager of Human Resources Department
Four. Matters and departments that need support and cooperation to achieve the goal
1. The revised performance appraisal system, scheme, forms and other texts need to be reviewed by all departments and the board of directors of the company.
2. The company needs to set up a performance appraisal implementation committee to be responsible for the implementation of performance appraisal. It is suggested that the company should have at least one senior leader present, and the human resources department, as the specific undertaking department, should undertake the responsibilities of scheme drafting, method formulation, coordination, organization and record verification, summary statistics, salary and so on.
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