I entered the company and worked as an administrative clerk and human resource management. In the past five years, based on the post, we have continuously strengthened our business study and strengthened our business skills. The following is my summary of the work of the personnel administration department, hoping to help you!

Summary of the Work of the Personnel Administration Department 1 Since its establishment, the Personnel Administration Department has been following the guiding principle of "jogging in small steps to promote human resources work" and has built a relatively systematic human resources management system so far. Combined with the guidance of the company's leaders, the working principle of 20__ is to "comprehensively enhance the value of human resource management and realize the transformation from serving business to promoting business development". The main results of each module are as follows:

I. Overview of main achievements in the past 20 years:

1. Recruitment: Start building the company's brand from scratch: through multi-channel development such as online advertising, increase the promotion of our recruitment advertisements and attract certain talents.

2. Training: training department employees to improve their service quality; Write a series of staff training materials.

3. Salary: Establish a salary system, and formulate reasonable salary in combination with salary survey.

4. Performance appraisal: build a simple appraisal system to warm up for a comprehensive 360-degree performance appraisal; Set year-end assessment indicators to improve the quantification rate.

5. Corporate culture: innovate cultural activities and create a warm working atmosphere.

6, employee relations: through various interviews, timely grasp the employee's mentality and give guidance; Manage all changes and provide personnel data for personnel decision.

7. Administrative logistics: planning, purchasing, distributing and managing the company's office supplies and fixed assets; Vehicle dispatching and management; Organization, preparation and management of company activities. Management of various certificates and seals;

Two. The concrete achievements in 20__ years are as follows:

1. Recruitment: In 20__, I used 5 1job, 58 Tongcheng, Jiji.com and other websites to attend the school's free job fair, kept information exchange with various talent markets, and tried my best to meet the recruitment needs. Refresh the job information of each website every day, and timely release or suspend relevant information according to the recruitment progress of each department to ensure the effectiveness of external information. Organize and follow up all aspects of the recruitment process, communicate with about 400 people by telephone, organize interviews and re-examinations for various positions, and hire people.

2. Training:

(1) Internal staff training: provide training opportunities for departmental staff, improve the professional skills of employees in each module of the department, create cross-module job opportunities in time, and cultivate employees' comprehensive human resources skills. Pay attention to improving the service consciousness of department employees and ensure the service quality.

(2) Training for new employees, compiling a series of training materials such as "Handbook for New Employees" and "5S Management" to help new employees quickly understand the company, be familiar with internal processes and improve work efficiency.

3. Performance appraisal: manage employee attendance data to provide reference for the company to manage employees; Formulate the monthly assessment index of China Merchants Department, improve the quantification of company management and promote investment performance. Formulate the company's annual outstanding employee assessment and outstanding team assessment indicators, and assess employees equally to reward outstanding individuals and teams. At the same time, through the assessment, let employees realize their strengths and weaknesses, carry forward their strengths and improve their weaknesses.

4. Administrative logistics: The administrative department earnestly performed its duties, strengthened coordination and communication with other departments, basically standardized the basic management work of the administrative department, achieved high quality and high efficiency in related work, created good conditions for the company's work, and turned passivity into initiative. Focus on the key, difficult and hot issues of the company's work, and strive to make consideration the first and service the first. In particular, the daily work of warehouse, procurement, vehicles, office consumables and office equipment maintenance managed by the administration department is planned, measured, recorded and proactive. The daily work and temporary things assigned by the leaders can basically be handled in time and fed back in time, which is clear every day. When assisting other departments, we also adhere to positive enthusiasm and do not go offside.

Summary of the Work of Personnel Administration Department 20 _ _ is a year of steady development of the company, and the development of the company is closely related to the improvement of employees' professional knowledge, service skills and professional quality. According to the requirements of GJB9001B-20 _ _-20 _ _ Quality Management System Document "Human Resource Control Procedure", the company is responsible for organizing employees to carry out training.

Training courses are divided into four categories: enterprise management training, business knowledge training, vocational qualification training and quality management system knowledge training.

1, mainly completed the following aspects of training, the specific contents are as follows:

First, organize the implementation of enterprise management training for on-the-job employees. The person in charge of each department is responsible for making relevant training plans, compiling courses, organizing implementation, and evaluating the effect. , and provide on-the-job training for relevant personnel. The personnel administration department supervises the training courses. In x years, the company organized ***x times of enterprise management training, with training attendance rate 100%, training assessment rate 100% and training qualification rate x.

B, according to different job responsibilities and employees' knowledge and skills, organize on-the-job employees' business knowledge training respectively. Various training departments have enriched the teaching content, improved the vividness and the participation of employees through various teaching methods such as direct instillation of knowledge, case analysis, and interactive exchange of questions and answers. The training results and the professional skills displayed with employees in the future work prove that the training effect is obvious. In X years, the company organized * * * business knowledge trainings, with training attendance rate 100%, training assessment rate X and training qualification rate X. ..

C cooperate with the revision of system documents and actively arrange relevant training. The revision of the company's quality management system documents has been successfully completed, and the revision and formulation of the system documents is an important work content of the company. The personnel administration department actively organizes personnel from all departments to participate in the training of job content modification. This revision training was organized by * * *, and X employees participated in the training. The training attendance rate was 100%, the training assessment rate was X, and the training qualification rate was X.

Establish personal training files for company employees. Establish employee education and training files. The purpose is to improve the systematization and consistency of training.

Compared with last year, the training work in X years has achieved certain growth in the number of training projects, the number of training courses held and the number of trainees. X trainings were organized throughout the year in X years, among which X employees were trained, and the completion rate of the plan was 65,438+000%, and the per capita training reached X hours.

2. Problems and deficiencies in training:

A. The training needs and planning of the company organization need to be strengthened.

B, the training effect needs to be improved, and the training assessment should be in place.

3. Improvement measures:

In 20__ years, on the basis of summing up X years of training management experience, aiming at the problems and deficiencies existing in training management, the personnel administration department is prepared to improve training management from the following aspects:

A, combined with the company's situation to develop training objectives and requirements that meet the needs of employees in this enterprise.

B, standardize the operation of training projects, and improve the training management effect of the company.

C, strengthen the refined management of training work, and make a comprehensive training record of the company's personnel, so that the company can achieve good training results in every training.

Summary of the work of the personnel administration department III. Main work contents of administrative logistics

1, responsible for implementing the instructions of the leaders of Xi 'an Safety Office at the group level. Do a good job of communication up and down, and feedback information to the leaders in time; Supervise and inspect all work and plans.

2. According to the development strategy of the Group and the instructions of the leaders of Xi 'an Office, be responsible for drafting work plans and other important manuscripts.

3. Be responsible for the daily administrative affairs management of the whole company, and assist the general manager to handle the daily work.

4. Organize and arrange meetings in Xi 'an, or related important activities, keep meeting minutes and sort out meeting minutes.

5. Be responsible for receiving, registering, circulating and instructing the company's letters, and do a good job in drafting, reviewing, transmitting, supervising and inspecting the official documents.

6. Be responsible for the company's work and legal affairs as well as the custody of important documents and archives.

7. Keep and use the company seal (company administrative seal) and letter of introduction correctly.

8. Be responsible for reception at the front desk and welcoming guests.

9. Responsible for the maintenance and management of office equipment and facilities.

10, assist the information department to do a good job in the overall development of information systems and improve administrative efficiency.

1 1, responsible for the logistics support of Xi 'an Office. Sanitary cleaning, telephone switchboard service, etc.

12. To enrich the cultural life of employees, organize and arrange various cultural and sports activities and tourism activities.

13. Complete other tasks assigned by the general manager.

The second is the department's own construction.

1, improve the organizational functions of the department and complete the staffing of the department;

2. Improve the professional skills and quality of administrative employees;

3. Improve the quality requirements of this department;

4. Successfully complete the departmental objectives and tasks assigned by the company.

Third, cost control.

1. Reimbursement of expenses according to the budget plan should be carried out reasonably, economically, timely and accurately.

2. Examination and approval of administrative expense reimbursement

3. Preparation and adjustment of departmental budget plan

4. Unified shopping and purchasing

Fourth, public relations and customer reception.

1, urge all employees to always take enthusiasm as the principle, and do all aspects of reception with courtesy and restraint to ensure the continuous improvement of reception effect.

2. Under the condition of ensuring the effect of public relations reception in advance, save the public relations reception expenses as much as possible, thus reducing the overall operating cost of the company and improving the profitability.

3. Adjust the reception personnel allocation of Xi 'an office companies and departments, select high-quality personnel to enrich the public relations force and do a good job in public relations reception.

_ _ Group Xi Office

20__ year 65438+February 2 1

The first half of 20 _ _ was a rough half year for the property management company, which experienced many setbacks and puzzles, but it was also a half year of progress. We have learned painful lessons from frustration and confusion, which has made us more clear about the direction and thinking of management, and studied, exerted and applied it in actual management, and all the work has basically been carried out as scheduled.

The main work in the first half of this year is summarized as follows:

Personnel administration department

First, the first half of the work summary;

1 Continuously improve the company's rules and regulations to further improve the company's standardized operation level;

On the basis of the company's original system, the 12-hour working system, document management system, attendance management system, procurement management system, model room management system, staff canteen management system and staff dormitory management system have been improved. , involving people, money and materials management system and normative documents.

1. 1 Since the beginning of this year, all the documents of the property management company have been managed by the personnel administration department, which has realized the registration management of document circulation, ensured the efficiency of document examination and approval, and strictly controlled the document circulation. Through the unified distribution of personnel administration department, the circulation of internal documents and the timely transmission of information have been strengthened.

1.2 in the plan at the beginning of the year, the company's systems and updated parts should have been sorted out and compiled in March. Due to the busy business work of various departments and insufficient attention, the completion speed failed to achieve the expected results. In June, the Human Resources Department of the Group took the lead in compiling the system of the property management company, which put forward new requirements for all departments and posts, and has now completed the system and operation specifications at the company level. In view of the problems existing in business processing, such as poor execution, weak sense of responsibility and slow response, we have introduced 24-hour reply system, community inspection system, complaint handling process, employee courtesy and etiquette norms and other related systems to improve service level.

2 personnel management

2. 1 staffing:

With the acceptance and takeover of the second phase of the project and the intervention of the festival pedestrian street, according to the actual needs, the staffing is adjusted as follows:

2.2 personnel recruitment;

In the first half of the year, the property management company basically completed the recruitment task through newspapers, websites, on-site job fairs and employment agencies. The flow of personnel in the first half of the year is as follows:

Remarks: June is not counted because it is not finished.

2.3 Personnel costs

1-Summary of actual salary of personnel in May

2.31"12 hour security guard working system"

Under the condition of not increasing the post establishment, increase the second-stage security post, implement the "12 hour security guard working system", and adjust the security guard's salary. Since the trial for two months, the security guards have basically accepted the adjustment, and the turnover rate of departmental personnel is not abnormal. Basically solve the vacancy situation caused by insufficient personnel, and gradually digest the large amount of overtime accumulated in the second half of last year.

2.32 paid service commission system

With the increase of the occupancy rate in the second phase, the demand for paid services is also increasing gradually. On the basis of not increasing the number of cleaning staff, we will try out paid service for employees who have arranged rest, and the paid service fee will be paid to employees at the standard of 30% ... yuan/hour. The purpose is to reduce overtime hours, control labor costs and improve the enthusiasm of employees.

2.4 Staff training

In the first half of the year, the coverage rate of new employees' training on employee handbook and company system was 100%, and the business training conducted by each department averaged 1-2 times per week, and individual business department managers were organized to participate in the development activities of Sunshine Team. In April, employees above the supervisor were organized to visit ... to learn from other people's management experience and find out their own shortcomings. Initially establish employee training files, training course plans and related training materials, and plan to implement them in the second half of the year. Due to the lack of specialized personnel, the training work is carried out by departments, and there are some problems such as single training content, lack of cross-training between departments, lack of systematic training materials and operating standard documents. This time, all departments have improved the operation manual and laid the foundation for the training in the second half of the year.

2.5 the implementation of performance appraisal

1 month, the security department tried out the performance appraisal method for security guards for the first time, and formulated the security guards' grades and corresponding salary and treatment standards. Through performance appraisal, we can mobilize the enthusiasm of employees to continuously improve their work level and their own quality, and provide opportunities for promotion and salary adjustment. The performance appraisal departments implemented successively include customer service center and motorcade.

At present, the work of performance appraisal has not been fully covered, and the strength and effectiveness of promoting performance appraisal have not yet achieved the effect of truly motivating employees. Analysis of the reasons, the main reasons are as follows: 1) The work objectives are unclear, and the actual operation specifications have not been established. 2) Managers are highly mobile, and management methods often change. 3) The process management from establishing performance appraisal standards to appraisal results is insufficient. 4) Employees' understanding and recognition of performance appraisal is limited.

3 administrative management

3. 1 staff canteen

3. 1 1 Facing the staff canteen with concentrated opinions, after many opinion surveys, the tastes of most employees were determined, and the food hygiene, quantity, dishes and meal time were adjusted according to the needs of different shifts of each department and the opinions of employees. At present, employee satisfaction has basically reached over 95%.

3./kloc-In the revenue and expenditure report of the staff canteen in May, the realized package expenses include all expenses such as the electricity fee of the restaurant, the personnel expenses of the current month, the purchasing expenses of tools and materials of the current month, herbal tea twice a week in summer, syrup, etc., and the cost is reasonably reduced on the basis of the satisfaction of the staff.

3.2 Warehouse management

3.2 1 By establishing the material acceptance system and procurement management system, the quality of materials is strictly controlled from the material acceptance stage, which increases the stage of business departments assisting in inspection and reduces the occurrence of unqualified products. Secondly, strengthen the warehouse's management responsibility for materials, compare the price and quality of purchased materials with the historical price and the quality of raw materials, strictly control them, and return all unqualified materials.

3.22 In order to cooperate with the Finance Department in cost allocation, the use of engineering materials should clearly list the use place and cost attribution of each material in the monthly inventory table.

3.24 Increase the management of goods between sample rooms, and conduct a thorough inventory in conjunction with ministry of materials and equipment to count the loss, wrong account and damage. In the process of relocation of many model houses, the warehouse participated in the packing, counting, handover and storage of items, which made up for the problem of incomplete list of items in previous model houses. In the first half of the year, in the asset inventory jointly conducted by the group finance department, the accounts and goods of the administrative and engineering warehouses were consistent.

3.3 Fleet management

3.3 1 According to the main reasons and existing problems of the team complaints in the first half of the year, the "Regulations on Rewards and Punishment for Drivers" was formulated, and it was assessed every quarter, and a safe driving award was issued. Drivers who complain to the owner will be punished, and the driver himself will explain and apologize to the owner to improve the driver's attention to service standards.

3.32 In the first half of the year, car owners gradually put forward the demand for paid car services, including car rental and driver rental. In order to standardize the operation, the paid service standard is formulated to meet the needs of the owners and generate income through services without affecting the normal operation.

3.4 Procurement management

In the procurement work in the first half of the year, improve the planning of procurement, basically complete the procurement work of various departments, and check the price in time. Learn commodity knowledge from the business department with an open mind. In the mass procurement with uncertain quality and price, the director of the joint business department and ministry of materials and equipment went to the procurement market at the same time to formulate quality and price standards. The evaluation of engineering material suppliers was completed in the first half of the year, and a new material supplier was adopted according to the recommendation of the business department, which reduced the price.

3.5 Demonstration House Management

Since January, the personnel administration department has officially taken over the model houses. On the basis of the original operating norms of the cleaning group, the management system and cleaning and hygiene standards of the model house were re-formulated, and the employees of the model house were comprehensively trained according to the cleaning standards, and the responsibility for keeping the items of the model house was implemented to individuals. I have only lost two small decorations since I took over for half a year. Actively communicate with the marketing department, consult the problems that need to be improved in the model house, adjust in time, and actively cooperate.

3.6 Actively cooperate with business departments

3.6 1 gas distribution

In view of the gradual increase of gas distribution in residential areas, the original gas distribution method is that the administrative department is responsible for gas distribution and the security guard is responsible for sending it to the owner's home. There are problems of consuming manpower and material resources and safely storing gas. Now the distribution agreement has been re-signed with Rong Zhen Gas Company, and the gas company is responsible for direct door-to-door delivery within 24 hours, which reduces the investment of manpower and material resources, solves the storage problem of gas reserves and improves service efficiency.

3.62 community garbage cleaning

The original removal method is that the green garbage and domestic garbage are treated by villagers and sanitation stations respectively, which leads to the phenomenon of untimely cleaning and high cost. Now, after adjustment, the third phase of green garbage is transported to remote places for natural corruption, and the domestic garbage is renegotiated, which basically solves the current problem of garbage removal and achieves the purpose of reducing costs.

3.7 Annual Selection of Advanced Employees

According to the actual work performance of employees in the previous year, the managers of each department organize and approve the annual selection of advanced employees.

Attend the special meeting, identify and select the advanced employees of 18, and commend and reward them.

3.8 Organize 20 spring tea activities every year.

In April, organize the annual spring tea activities of property management companies, summarize the problems existing in last year's work, convey the spirit of the Group's development outline in 2006, and define the development goals for this year. After the meeting, karaoke and barbecue activities for employees were organized.

Second, the problems existing in the work:

1 Implementation of target management responsibility system:

At present, all departments only carry out their work according to their own work plans, without clear and unified management objectives and the implementation of responsible persons. In the process of work, there is a gap between the realization of the goal and the actual result, and a lot of work has been done but no results can be seen. If a clear work target is issued, the management rate, the qualified rate of employee training, satisfaction and so on are not implemented.

Follow-up measures: by reviewing the annual objectives of the department, the performance appraisal indicators are defined in the form of a target management responsibility letter signed by the department manager, and adjusted in time according to the actual situation to control the correctness of the daily work direction and achieve common goals.

The arbitrariness of management thought leads to "unfair events" in management. It is easy to dampen employees' enthusiasm, reduce satisfaction, weaken organizational team spirit and reduce cohesion.

Follow-up measures: Starting from the infrastructure, through the establishment of the system, a standardized operation mode is established for the handling of things, which does not vary from person to person. Strengthen the training of middle-level managers, establish leadership prestige, strengthen the standardization of daily management, and reduce randomness and personalization.

The monitoring mechanism was not elaborated. At present, the scope of inspection is limited to employee appearance, attendance, employee dining room, community environment inspection, etc. The strength and effectiveness of supervision need to be improved.

Follow-up measures: the inspection and supervision work will be implemented in the form of a system to expand the scope. Complaint handling, service attitude, work efficiency, training and assessment, timely recruitment rate, equipment maintenance, etc. Will be used as the scope of inspection to improve the department manager's attention to this work.

4 Single communication channel:

1) Communication with employees:

At present, the channels of communication with employees mainly come from employee opinion questionnaires and individual employee change interviews, which are relatively simple and the coverage of direct interviews with employees is not high. If you don't know what employees really think, some jobs will lose their effectiveness.

Follow-up measures: establish employee interview mechanism, increase employee regular interview plan, establish employee interview records, and summarize and analyze regularly on the basis of hiring and changing interviews. Understand the problems existing in employees' work and life, attach importance to employees' opinions and solve them in time.

2) Communication with the Owner:

In daily work, there is no good publicity channel between the property management company and the owners, the progress and efforts of the daily work of the property management company fail to make the owners understand, and the owners do not fully support and assist each other.

Follow-up measures: strengthen the construction of community culture, increase fixed methods, and regularly publicize the recent work trends, progress achievements, hot topics and developers' initiatives of property companies to residents. Strengthen mutual understanding and win support and recognition. Establish a variety of direct communication methods, cultivate mutual trust, and make suggestions for the common goal of building a good living environment in the community.

5 employee incentives:

Employees generally have the mentality of doing good things and doing bad things, which seriously affects the implementation of work and service level.

Follow-up measures: on the basis of performance appraisal, fully affirm and commend the employees who have won the service star. Through photo posting, performance announcement, bonus award, travel abroad, etc. Through the combination of spiritual encouragement and material encouragement, all employees are fully encouraged to make progress and boost morale.

Three. Work plan for the second half of the year:

1 institutionalized management;

It is planned to carry out standardized operation activities in the property management company in July, and try out the established system to follow up and correct the existing problems in time. Establish a set of management mode belonging to Junhua Property. Comprehensively improve work efficiency and service quality, and implement the system from written form to practical work.

2 the promotion of performance appraisal:

Cooperate with the work plan of the Human Resources Department of the Group, organize the completion of the overall performance appraisal plan in July, implement the management objectives, fundamentally mobilize the enthusiasm of employees through performance management, create a win-win situation, and enhance the services and benefits of property management companies.

Formulate the "service star" selection and reward scheme to fully motivate and commend outstanding employees. ,

3. Improve the quality of employees and establish a training management system.

Formulate and implement training standards and training system materials, and improve the quality of all employees through training in different links. Improve employee training files, assessment and spot check records. And take training as an important task of each department. In September, the first round of training on new operating norms and assessment standards was completed, and the coverage rate of primary training, basic training and operating norms training was 65,438+000%, and the qualification rate of training was 95%.

4 improve work efficiency and quality.

Give full play to the supervision mechanism, implement the work inspection system in a planned way, and focus on the implementation and reply of the work. Implement 24-hour copy for ordinary work, 0/2-hour copy for key work and 2-hour copy for emergency work. Take the timeliness and completion of reply as an important indicator of employee performance appraisal, so as to improve the work efficiency of the whole property management company.

5 establish good communication:

5. 1 Organize quarterly manuscripts, report to the owner the work and achievements of the property management company, the maintenance status of the residential facilities and equipment, and analyze the hot topics that the owner cares about.

5.2 Make plans for communication and interview with employees, fully communicate with employees within a certain period of time, establish employee interview records, and solve employees' life problems in time.

6 employee activities

6. 1 Organize regular study, visit and discussion for the personnel above the supervisor, constantly absorb good measures, and shorten the distance from the industry standard.

6.2 Increase the content of employees' entertainment activities, such as basketball, badminton competitions, star tours and other activities, in order to strengthen the team consciousness and sense of honor of excellent employees.

Summary of the Work of the Personnel Administration Department 5 With the first sound of the New Year bell, a brand-new 20__ year full of expectations is ushered in. Looking back on the work and life in the past 20 years, I feel the great changes that have taken place in the company and people around me this year. Our brand is constantly improving rapidly, and colleagues around us are constantly improving and upgrading, working towards the same goal. The arrival of the new year also brings new and greater challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year.

It has been a year and a half since the establishment of the Human Resources Department. I am honored to participate in the growth process of human resources department, from scratch, from the initial imperfection to today's maturity. Since 20 _ _ _, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly a tonic for colleagues in human resources department. In the past, you may feel a little strange about the term human resources. What is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company.

Due to the shortage of manpower in the department, some work can't be really carried out, and we have been doing basic work. Since Director Mo took office this year, we have sorted out the work of the Human Resources Department, defined everyone's job responsibilities, and made the division of labor more detailed. The work this year is summarized as follows:

1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

Second, responsible for the management of employee labor contracts and handling labor employment and related procedures; So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department.

Implement the company's rules and regulations, and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, cigarettes for brand promotion, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

Manage sales promotion personnel. From September this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

Assist in the specific daily work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers, tracking and implementing interviewers, etc. Help establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees; In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company's people-oriented talent concept.

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. In another 20__ years, the responsibility of the human resources department will be heavier. The human resources department must arrange and implement the work plan for the new year and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!