Time flies like water, and a piece of work is over. During this period, I made a lot of achievements in my work. It's time to spend some time writing a work summary. But how to write a work summary to make a difference? The following is a summary of my recruitment work for your reference, hoping to help friends in need.
Summary of Personnel Recruitment 1 Time flies. I have been in the company for 20 days. During these 20 days, I learned a lot. First of all, thank the company leaders for giving me the opportunity to show myself and realize my value. During this time, the company leaders and colleagues gave me enough support and help, which made me have a more systematic understanding of the recruitment work. I have accumulated some valuable experience in my work and benefited a lot from it. At the same time, I am proud that I have the opportunity to be a part of Jane's Road.
Looking back on these 20 days' work, although the contribution to the company is meager, it has finally taken the first step of development. I have carefully studied the basic knowledge of the company's management system and organizational structure, gained a deeper understanding of the company's various departments and work, and basically completed the recruitment task arranged by the leaders, which is inseparable from the guidance of the leaders and the help of my colleagues. I will continue to work hard, spur myself with an honest, serious and learning attitude, and make the recruitment work more perfect and detailed. The following is the work content in the past 20 days and the work plan for next month:
I. Recruitment work
1, front-line job recruitment:
Analyze the daily recruitment positions, including: job content, job qualification, job ranking, etc. After analyzing the above entry conditions, according to the post situation, select the corresponding crowd, so as to choose the corresponding recruitment channels and find the right personnel.
Our company's recruitment channels are mainly online recruitment, mainly including xx network, xx city, xxxx and so on. Through these 20 days of recruitment, from the daily telephone invitations and visits, the work situation is not optimistic. The number of telephone invitations per day can reach or even exceed the plan, but the number of visits per day is quite different from the planned number.
As can be seen from the above table, my recruitment accuracy is not enough, and I don't have a good grasp of job seekers' intention and psychology. At the same time, I didn't have enough strength to grasp the language in the process of telephone invitation, didn't attract job seekers, and didn't present the job highlights recruited by the company to job seekers, so the number of visitors was not high. At the same time, telephone tracking and return visits were not timely enough, and some job seekers were missed. With the staffing of the personnel department in place, the original recruitment channels can no longer meet everyone's needs, and new recruitment channels need to be developed to meet the recruitment needs.
2. Staff recruitment:
Through the understanding and analysis of the job description, the basic elements such as job responsibilities and competence of each post are defined. Combine the job description with the actual job requirements, screen resumes, grasp the matters needing attention in the interview and the dimension of asking questions, explore experience in work practice, and at the same time "rather lack than abuse".
When I first came to the company, the personnel department was seriously short of posts, focusing on recruiting specialists, and later there were investment promotion specialists and network promotion who needed to fill posts. In this project, actively communicate with the employing department according to the vacancy situation, and fill the positions in time to meet the employment needs of various departments. Compared with front-line posts, staff recruitment is relatively stable and the arrival rate is high.
Second, the daily work of the department:
1, daily work: summarize the daily recruitment data, arrange interviews and input, analyze and summarize the problems encountered in the daily recruitment process, and find solutions in time.
2. Temporary work arranged by the leader.
Three. Areas that need to be improved and improved:
1, improve my execution. While making achievements, there is no denying that my execution is still lacking. In the future work, I will establish a sense of crisis, set a time period for myself, do everything as well as possible, and improve my execution and work efficiency.
2. Strengthen systematic and structured consciousness. Improve the recruitment process, make every link "fine" and "fine", give play to their own advantages and improve their business level.
3. Strengthen communication with employing departments and employees to improve service quality.
4, in-depth study of human resources related professional knowledge, armed with a solid theoretical foundation, enhance the ability to analyze and solve problems, so as to make it more professional.
Iv. 10 work plan:
1, front-line job recruitment:
With the rapid development of the company and the continuous opening of new stores, the demand for marketing personnel will be even greater. Therefore, in the future recruitment, we should focus on the positions of hygienist, health consultant, beautician and front desk, increase the recruitment intensity and accuracy, and provide talents for the further development of the company.
Combined with the analysis of the labor market situation this year, the future recruitment situation is more severe, and it is urgent to open up new recruitment channels to gain time for the later recruitment work. These include: banners, billboards, posters and other promotional materials, as well as cooperation with beauty schools.
After the 11th National Day, it is a peak period for migrant workers to find jobs. Most of the recruitment work in June+10, 5438 will be completed at this stage, so this stage is very critical. Publish information, select personnel, organize interviews and actively recruit through various channels every day. And summarize and analyze the weekly recruitment data, adjust and update the recruitment information in time according to the actual situation, and maintain the mobility and flexibility of the work.
2. Staff recruitment:
Staff recruitment is relatively stable and is expected to be basically the same as that in September. The main recruitment channel is online recruitment. Resume screening and interview can be conducted according to the actual requirements of the employing department.
3. Follow-up work:
(1) Do a good job in receiving the internship of the company, arrange it in advance, and assign special personnel to be responsible. Fully embody the spirit of ownership and enhance the sense of belonging to the enterprise.
(2) Tracking the work of new employees, conducting employee satisfaction surveys, trying to solve problems encountered by employees in their work or life, improving employees' sense of identity with the enterprise and reducing brain drain.
4. Establish a talent pool:
The data of talent pool mainly comes from two aspects. First, internal employee files, including all kinds of training records that employees have participated in, and those with excellent monthly assessment results are registered in the talent pool. If there is a job vacancy, first consider whether there are candidates with the same or similar functions in the talent pool, and recommend them if they are suitable. In addition, there are external job seekers, including excellent resumes that have been submitted to our company (those who have not been hired due to limited positions in the company), so that talents can enter the talent pool. This move greatly shortens the recruitment cycle and recruitment cost, reflects the systematization and specialization of our talent pool, encourages employees to a greater extent, and conforms to the principle of "educating people" in our corporate culture.
The above is a summary of my work since I joined the company and my plan for next month. I also have some personal views on my work. Please give me criticism and suggestions.
Personnel recruitment summary 2 1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, and provide more accurate information for 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. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees from exaggerating and ending unfair attendance, the attendance system needs to be improved.
Fourth, 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.
Verb (abbreviation of verb) 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, brand promotion cigarettes, 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.
Six, the management of promotional 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.
7. Assist in the specific daily work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers;
Eight, help to 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 20xx, 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!
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