Excellent human resources work plan model? Combined with the company's current development situation and future trends, the human resources department plans to carry out 20xx work in the following aspects. The general idea is to make the basic management work to a higher level through examination;
? 1. Recruitment: cooperate with the start-up construction and commissioning of the carbon black plant, and do a good job in personnel recruitment and deployment. Do a good job in daily personnel recruitment and allocation. Do a good job in staffing the power plant restructuring in 20xx.
? Second, training:
? Organize monthly study for senior and middle-level leading cadres.
? Do a good job in teaching and training management and evidence collection review of mechanical and electrical instruments.
? Seriously assess the training work of all units throughout the year. The teaching and training department takes stock of the training ledger every month and forms records. Strictly assess the implementation of the training plan submitted by each branch factory, and require each branch factory to establish its own training account and conduct assessment.
? Strengthen internal learning, and conduct training on Labor Law, Labor Contract Law, Document Writing and Human Resource Management Knowledge.
? Third, attendance and labor discipline:
? Continue to improve the management of fingerprint attendance machine, add a fingerprint attendance machine in the chemical plant, and cooperate with the information center to monitor all fingerprint attendance machines with cameras. View the attendance data report. Each unit must check the manual attendance, electronic attendance and all kinds of leave formalities in a two-way way every month, and calculate the salary based on the final check result to prevent the phenomenon of "two skins".
? Fourth, labor and capital:
? Evaluate the timeliness and accuracy of all kinds of labor and personnel reports submitted by each unit.
? Strengthen the dynamic management of personnel information and data statistics.
? At the end of each month, the human resources department makes an inventory of various personnel information and forms a report.
? Check the salary accounting and payment to ensure the accuracy of salary accounting and payment.
? Do a good job in controlling the turnover rate and predicting and handling labor relations and disputes.
? V. System construction:
? Reorganize 20xx employees in line with the company's business policy.
? Cooperate with the start-up of carbon black plant, and prepare for staffing and shift work.
? Improve the Management Measures for Staff Training and other related training management systems, standardize management, and improve the efficiency of training.
? Other intransitive verbs:
? Do a good job in the recruitment of interns in the University of Technology.
? In short, through the work of 20xx, the human resources department is gradually developing towards standardization, institutionalization and organization. I hope that through our work, we will strive to improve the operation quality of the company's human resources functions and make due contributions to the development of xx Group in 20xx.
? Model essay on excellent human resources work plan
? 20xx is a crucial year for the development of 5+7, and it is also the most important year for 5+7 in terms of brand image and market expansion opportunities. The marketing department should actively do a good job in all aspects, especially planning and marketing. The task is arduous. Strive to complete the annual work tasks, do a good job in this department, actively cooperate with the work of various departments, and achieve the company's business objectives. The overall contents of the marketing department's annual work in 20xx are as follows:
? First, clarify the functions of the marketing department and improve the rules and regulations, working hours and work contents of the marketing department.
? A department can effectively complete its work, and its functions and work contents must be clearly defined. Without a clear purpose, we can only get twice the result with half the effort, wasting resources, costs and time. Having goals, thinking and methods are the basic points of the marketing department. Don't mess around, it's easy to get nowhere. The working hours of the marketing department and the restaurant operation department are different. Reasonable arrangement of working hours is a necessary condition to improve work efficiency.
? Two, establish and improve the collection, processing, communication and confidentiality system of marketing information.
? 1. Analyze the weekly sales, formulate corresponding measures according to the comparison of the turnover in a week, and balance the daily turnover as much as possible.
? 2. Contrastively analyze the monthly and quarterly turnover, formulate off-season marketing strategies, and strive to make the off-season not dull.
? 3. The turnover in the store and all the information collected are confidential information of the company's data, and it is forbidden to spread it to the outside world to prevent competitors from doing anything unfavorable to the company.
? Third, the collection and arrangement of competitors' promotion methods, as well as the analysis of advertising strategies and competitive means.
? Know yourself and know yourself, and you will win every battle. If you want to become a leading brand in the same industry, you must analyze the information in the same industry, so as to achieve "you don't have me, I have you", always stay ahead of competitors and seize market share as much as possible. Our competitors are not only our opponents, but also our teachers. A threesome requires a teacher. Being able to steal teachers and knowing how to steal teachers is an effective shortcut for the development of any industry.
? Fourth, vigorously develop the take-out market and gradually expand from zero-point take-out to group take-out.
? Judging from the current situation in Yang Guo, the take-away market of catering industry in Yang Guo has been depressed. This phenomenon is a test and an opportunity for 5+7. Entering the blank market requires not only courage but also perseverance. Many people have courage, but the perseverance of success belongs to very few successful people.
? The development of foreign sales market of Marketing Department is divided into the following three steps:
? 1 First of all, the publicity is aimed at retail customers such as stores and communities. The purpose is to spread the information of 5+7 take-out service, so that take-out is recognized by most people, and it is also a familiar process for employees in the store to sell to the outside world.
? 2. Promote small and medium-sized enterprises and activity groups, further expand the take-away service and increase the turnover of the take-away market.
? 3, for public relations agencies and government administrative units, it is necessary to move around, and different policies can be given according to the different needs of different units.
? The above three steps can basically cover all kinds of people with the take-away service of the restaurant.
? Five, perfect, perfect and popularize e-commerce system, make it run healthily.
? With the development of the times, e-commerce has spread all over the world. Judging from the development of XX county, post-80s and post-90s have developed into major consumer groups, and people of this age group have already recognized e-commerce. We must seize this opportunity, quickly occupy the e-commerce platform of Yang Guo catering industry, effectively serve customers and achieve a certain degree of satisfaction.
? Six, find and establish partners to achieve mutual benefit and win-win, mutual promotion, market integration.
? The modern market is no longer an era of going it alone, so it is urgent to find and establish mutually beneficial partners. As a traditional industry, catering industry is related to the living needs of all kinds of people, and there are more opportunities for cooperation with other industries. "Where there is demand, there is cooperation", and we can deepen cooperation by finding the point of convergence of interests.
? 7. Formulate advertising strategies, including annual, quarterly and monthly advertising plans for specific activities.
? 1. Make holiday promotion activities according to festivals.
? 2. Carry out membership activities according to members.
? 3, according to the cooperation unit to carry out cooperation activities.
? 4. Make reasonable promotion activities according to the off-season.
? 5, according to the marketing strategy of competitors to develop confrontation activities.
? 6. Make corresponding promotion activities according to the fluctuation of turnover.
? Eight, according to the quarterly work plan and work summary.
? Make corresponding work plans according to the quarter, arrange specific work contents, sum up the work according to the actual situation, make up the differences and formulate corresponding change strategies, and never make the same mistakes when paying attention to the later work.
? First, the overall goal of human resource management system construction:
? 1. Ensure the realization of the company's strategic objectives;
? 2. Continuously improve the per capita output benefit of employees;
? 3. Establish a talent incentive mechanism to create value for the company.
? Second, the relationship between the construction of human resource management system and the company's strategic objectives:
? Based on the company's development strategy and business development needs in the next 3-5 years, starting from the current situation of the company's human resource management system and the reality of all components of human resource management, it is suggested that the company's human resource management system adopt a development model of "overall grasp, sub-item implementation and one step in place".
? (a), the company's strategic objectives:
? 1. Development goal: During the Twelfth Five-Year Plan period, it will become a national comprehensive group with considerable brand awareness, with real estate development as its main business and financial loan services and tourist hotels as its auxiliary business.
? 2. Growth scale: national profits and taxes in 20xx are 654.38+0 billion yuan, 654.38+0.2 billion yuan in 20xx, 654.38+0.5 billion yuan in 20xx and 0.2 billion yuan in 20xx.
? 3. Business model: focus on the development of fine real estate, and meet the needs of customers with high value-added financial products and services and the development and management of tourist hotels.
? (2), the relationship between the construction of human resource management system and the company's strategic objectives:
? 1. Ensure the realization of the company's strategic objectives with the construction of human resource management system and promote the construction of the company's culture;
? 2. Continuously improve the quality and professional skills of employees through training, and provide a cascade talent pool for the company's subsequent development;
? 3. Promote the high performance of employees through effective incentive mechanism, and enhance the motivation of the company's own reform and innovation.
? 4. Form a scientific and reasonable human resource management system to effectively guarantee the sustainability of the company's development.
? Third, establish a performance-oriented salary system.
? Encourage people by combining performance appraisal with salary, truly link rewards with effects, performance determines salary level, performance determines promotion rewards and punishments, persistently implement preferential incentive policies for outstanding talents, encourage employees to actively create value, and form an atmosphere of creating and sharing value for the company. It is suggested that while providing material incentives, the company should constantly improve the level of spiritual incentives and ensure the company's continuous incentives to employees by formulating certain differences.
? By establishing a performance-oriented salary system, the salary level and scope of employees are determined, and the market competitiveness of the company to attract talents is further improved. The company's goal is: "What is the assessment, what is the harvest." For the company's business objectives, what is important is profit; For managers, what matters is performance; For employees, what is important is personal development and the realization of personal value. And the foundation of all this depends on the realization of the company's strategic goals. Therefore, the company's assessment of employees' key performance, the setting of assessment objectives, the selection of assessment standards and the selection of assessment weights will directly reflect the company's business philosophy and management ideas and directly affect the company's incentive methods for employees. In the daily management practice, employees' personal qualities, work skills, work attitude, work performance and other aspects can be quantitatively assessed, the monthly basic assessment indicators can be standardized, the control of assessment plans and processes can be strengthened, and the company's interest distribution system that rewards the excellent and punishes the poor and pays attention to incentives can be strengthened, making it an important incentive system for the company to encourage employees to grow.
? Four, combined with the company's strategic objectives of the training system construction
? Under the current market economy in China, although each employee's success standard in the organization is different, pursuing personal development and realizing self-worth is the ultimate goal of each employee! Therefore, training is not only the foundation of personal development pursued by employees and the welfare that employees dream of, but also the unshirkable obligation and responsibility of the company, and it is also one of the most effective incentives for the company to motivate employees. By organizing training, the company not only gives employees room for growth and opportunities for development, but also is an important management tool for the company to tap employees' potential, meet employees' needs and achieve the company's strategic goals. How to integrate all employees into a whole and form an organization with strong cultural cohesion to meet the requirements of the company's development is the training system construction goal of the human resources department this year. By formulating the employee training management system, collecting the training needs of various departments and the human capital requirements required by the company to achieve strategic goals, the company establishes an annual training plan, and implements training programs such as basic induction training, management skills training, quality management training and teamwork training to meet the needs of the company's rapid development.
? V. Further improve and optimize the company's human resource management system.
? One of the main tasks this year is to continue to optimize and improve various norms and management systems of human resources management: labor contract management system, salary management system, performance appraisal system and employee training management system. In the process of employees entering the company, from performance appraisal to daily management, from entry to resignation, the human resources department can operate according to the procedures stipulated in the relevant documents of the company, adopt the principle of treating things rather than people, and provide humanized services for employees as much as possible, hoping to achieve the principle and seriousness of various personnel work. Let every employee feel the company's "people-oriented" management concept and humanized design of various management systems from the perfect details related to their own vital interests.
? Model essay on excellent human resources work plan
? I. Overview of objectives
? According to the previous year's work situation and shortcomings, combined with the company's current development situation and future trends, the administrative personnel department plans to carry out 20xx work from ten aspects:
? 1. Further improve the organizational structure of the company, clarify and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within three years, and ensure the company to operate under the existing organizational structure.
? 2. Complete the job analysis of each position in the company to provide scientific basis for talent recruitment, salary evaluation and performance appraisal;
? 3. Complete daily administrative recruitment and configuration;
? 4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;
? 5. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.
? 6. On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, improve the performance appraisal system and run it normally, and link it with salary. So as to improve the authority and effectiveness of performance appraisal.
? 7. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents.
? 8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;
? 9. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.
? 10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.
? Second, matters needing attention:
? 1. Administration is a systematic project. It can't be done overnight, so the administrative personnel department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the administrative department can't guarantee the quality of the goal.
? 2. Administrative work is a very important basic work for a growing company. At the same time, it also requires the cooperation of the company from top to bottom in Qi Xin, and all departments cooperate with * * * to complete many projects. Therefore, it requires the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of administrative work. Therefore, after setting the annual target, the administrative personnel department implores the company leaders and departments to assist in completing it.
? 3. This work objective is only the basic document of the Administration and Personnel Department for the whole year of 20xx, not a specific work plan. In view of the fact that enterprise administrative construction is a long-term project, the administrative department will formulate a detailed work plan that matches the target for each work. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the administrative personnel department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.
? I. Overview of objectives
? Strictly speaking, the organizational structure of the company so far is incomplete. The organizational structure of the company determines the development direction of the enterprise.
? In view of this, the administrative personnel department should first complete the improvement of the company's organizational structure in 20xx. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, we will formulate a scientific company organizational structure, determine and distinguish the rights and responsibilities of various functional departments, make the responsibilities of all departments and posts clear, make the organizational structure seamless and non-overlapping, and apply it scientifically, and try not to make major adjustments within three years, so as to ensure the good operation, standardization and sustainable development of the company within the existing organizational structure.
? Second, the specific implementation plan:
? 1, 20xx 1 Complete the investigation on the rationality of the existing organizational structure and staffing of the company and the research on the future development trend of all departments of the company before the end of the month;
? 2.2 Complete the draft organizational structure design of the company before the end of February, solicit opinions from all departments, and submit it to the General Manager for review and modification;
? 3. Complete the organization chart of the company, the organization chart of each department and the staffing plan of the company before the end of March. All departments of the company cooperated with the company's organizational structure and reformed the job description and workflow on the basis of last year. The administration department is responsible for sorting out books and returning them.
? Three. Matters needing attention in achieving the goal:
? 1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.
? 2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.
? 3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as is the setting of departments and staffing. Once the organizational structure is determined, the administrative department will have the right to refuse to increase the number of employees and additions of various departments outside the organizational structure unless it is specially approved by the general manager of the company.
? Four. Target owner:
? First responsible person: manager of administrative personnel department.
? Co-leader: Assistant to the Manager of the Administration and Personnel Department.
? V. Matters and sectors that need support and cooperation in achieving the objectives:
? 1. To investigate the rationality of the company's existing organizational structure and post setting, as well as the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the administrative department needs to read the job descriptions of existing departments of the company;
? 2. After the draft organizational structure is published, all departments should be invited to review and put forward valuable opinions, and the final decision must be made by the general manager of the company.