1. It takes 1~2 months to get familiar with the management of the company, understand the management status of the company, and put forward the problems existing in the company's administrative management process and the problems that should be solved.
Second, understand the company's corporate culture, start to establish the connotation of corporate culture, integrate personal development into the concept of corporate culture, and help the company establish a healthy corporate culture atmosphere.
Third, system construction: scientific, standardized and reasonable enterprise system construction is the basis of management. System determines behavior! Pay attention to institutionalized management in company management, not rule by man.
Four. Personnel operation process: standardize the employee's entry requirements and job descriptions, including establishing corresponding process standardization management from recruitment to resignation.
Verb (abbreviation for verb) Staff training. Untrained employees are liabilities of enterprises. As an enterprise, we must attach importance to employee training, and administrative personnel management must include employee training in the work schedule, including employee induction training and pre-job training.
Sixth, performance appraisal and salary system. Performance appraisal is the focus of administrative personnel management and should be the focus of your work plan. Clarify the key points and indicators of assessment, and strive to require employees to achieve their work goals.
2022 human resources work plan 4
The core of 20xx's work is to stabilize front-line employees, reduce the mobility of front-line employees, improve production efficiency, and improve human resources work by stabilizing quality. This report is submitted to the general manager for approval. Please approve it.
1. straighten out and adjust the organizational structure to improve work efficiency.
2. Reduce the turnover rate of production workers and stabilize production.
3. Establish a training system.
4. Improve KPI evaluation.
5. Improve the company system.
6, team building, harmonious departmental relations, establish a smooth communication mechanism.
I. Human resources planning
1, sort out the personnel situation and organizational structure according to the expected target and market situation.
2. Sort out the relevant contents in the company's current human resource management system.
Second, the recruitment and allocation of human resources.
1, sort out the job analysis of various departments and positions, and provide scientific basis for talent recruitment and salary evaluation.
2. Adjust the recruitment channels and methods.
(1) Formerly Cai Jun, China. Com has advantages in recruiting some technicians from China, which makes it difficult for our company to recruit. In 20xx, we suspended our cooperation with it, continued to cooperate with Southern Talent Network, and cooperated with Worry-Free Future Network to increase the choice space with its huge resources.
(2) According to the post-80s and post-90s habits, effectively use free resources to expand recruitment methods for enterprises, such as Dajie.com, Freshmen.com, HIALL, 58 City, People.com, etc.
(3) Panyu human resources market will be used as a recruitment post and information collection channel for general skilled personnel and general intensive workers. The recruitment effect is not good, but it is helpful to obtain information, and I will still participate in 20xx.
(4) According to the actual recruitment situation, participate in campus recruitment and online recruitment of colleges and universities in Guangdong Province.
(5) Establish cooperative relations with government employment centers and employment introduction demonstration centers to reduce the recruitment cost of the company.
(6) Street recruitment is aimed at skilled workers with high labor intensity.
(7) Vigorously promote local recruitment and employee recommendation.
3. Require high-quality personnel to be in place within three months, 50% of the assembly workers to be in place within one month, and complete the work within two months. The recruitment rate is over 70%, the recruitment retention rate is over 75%, the internal recruitment rate is over 2%, and the employment rate does not exceed 15%.
4. The total turnover rate of employees shall not exceed 15%. The annual turnover rate of employees should be controlled below 10%. The annual passive turnover rate of employees should be controlled below 5%. The employee retention rate is over 95%.
5. Reserve 20% of the production capacity of personnel in core positions, form an echelon of personnel, and maintain the stability and continuity of work.
Third, staff training and development.
Stabilizing employees, reducing employee turnover, improving production efficiency and stabilizing quality essentially reflect the growth of employees and become the focus of enterprises. Training is one of the important means to help employees grow. 20xx training should do the following work:
1. Investigate and analyze the training needs, and formulate the 20xx annual training plan.
(1) induction training for new employees, so that new employees can understand the company's corporate culture, be familiar with the company's various environments, and master basic knowledge, including rules and regulations, safety in production, occupational health, etc.
(2) Employees' business skills training, so that employees can master business skills and improve product quality. Let employees master all kinds of skills in handling work and improve customer satisfaction.
(3) Management training, to cultivate the ability of coordination and inspection and supervision in management, and how to finish the work effectively.
(4) Incentive training, which can effectively stimulate the potential of employees and cultivate their loyalty to the enterprise.
(5) Staff team cohesion, cultivate staff's sense of service, stimulate staff's vitality, and cultivate staff's wisdom and unity.
2. The courses urgently needed by the straight-line departments organize courses to serve the clues and realize the annual training plan.
3. Sort out and improve the basic training programs for induction education and three-level safety education.
4. Collect the information of lecturers and training courses of well-known domestic consulting and training companies in time, and irregularly sample relevant training course information to all departments in combination with the needs of companies and departments.
5, special operations qualification training and retraining.
6. With the help of 20xx years' advanced lathe training experience, we will strive to organize free training courses for our company's state-supported CNC machining centers.
7, once a month on-the-job staff safety education.
8. fully advocate and use? Studious and excellent? The internal knowledge exchange platform of enterprises has been continuously improved in practice.
9, the creation of corporate culture
(1) Insist on organizing accident study every month to precipitate safety culture and quality culture.
(3) Through the platform of the voice of XX, shape the corporate culture, do a good job of publicity, and instill the business philosophy.
(4) advance? * * * The same vision? Once a month, the forum will promote the growth of employees and enterprises through learning and sharing.
(5) Organize recreational activities once a month.
10, to help employees establish career plans and promote enterprise growth and employee growth.
(1) Short-term goal (usually greater than 1 year)
Post goal, technical level goal and income goal; Main tasks to be completed in the short term; Favorable conditions; Main obstacles and countermeasures; Possible accidents and emergency measures.
(2) Medium-term goals (generally more than 5 years) post goals, technical level goals and income goals.
(3) Long-term goals (generally 10 years or more) post goals, technical level goals, income goals and major achievement goals.
(4) Life goal: post goal; Technical level target; Income target; Social impact goal; Major achievement goals.
Fourth, the performance evaluation system.
1, try to push the balanced scorecard.
(1) Realize the operation of financial indicators (overall objectives) and establish indicators.
(2) Target decomposition
(3) Establish key performance indicators.
2. Sort out and improve the assessment indicators.
3. Assist all departments to communicate performance appraisal, especially the probation period for new employees and the monthly performance appraisal for regular employees, so as to help employees grow.
Verb (abbreviation of verb) salary and welfare management
During the salary adjustment in June and July, the reform was carried out when the overall salary adjustment customers were granted control. The hourly basic salary overtime is: 65,438+0.50% of normal overtime; Holidays 200%; Festival 250%
2. According to Article 3 of the Regulations on Paid Annual Leave for Employees, employees who have worked for more than 1 year but less than 10 year are entitled to an annual leave of 5 days; Those who have reached/kloc-0 and less than 20 years are entitled to annual leave 10 days; Those who have completed 20 years shall enjoy annual leave 15 days. ? You have worked in our company for one year, starting from the first day, and the longest time is no more than 5 days.
3, the fourth batch of housing points reward distribution.
4. Employee's birthday gift.
5. Collect market information through recruitment and other channels to provide timely and accurate basis for the company's salary and benefits.
Intransitive verb labor relations
1. Establish employee communication system and conduct employee interviews regularly, including probation communication, formal communication and resignation communication.
2, mental health, work pressure, disasters, occupational problems, healthy lifestyle, legal disputes and other consulting services.
Personal work plan of the company's human resources supervisor
Combined with the company's development status and future trends, as a human resources supervisor, I plan to carry out 20xx work from the following aspects. The general idea is to make the basic management work to a higher level through examination;
I. Recruitment
Cooperate with the construction and production of xx, and do a good job in recruiting and deploying personnel. Do a good job in daily personnel recruitment and allocation. Do a good job in the staffing of xx Company in 20xx.
Secondly, training.
1, organize middle and senior leading cadres to study once a month.
2, pay special attention to the teaching and training management and assessment of mechanical and electrical instruments.
3, 3, 4, May to carry out training courses for team leaders.
In April, June and July, we will carry out safety month study for all employees.
In May, August and September, do a good job in pre-job training for new employees before the carbon black project starts.
In June, 10, 1 1, three regulations and spot checks on safety production were conducted for some posts.
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? Labor law? 、? Labor contract law? 、? Official document writing? 、? Knowledge of human resource management? Waiting for training.
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.
Verb (abbreviation of verb) system engineering
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.
Intransitive verb others
Do a good job in the internship of xx interns.
In short, through 20xx years of work, the human resources department is gradually developing towards standardization, institutionalization and organization. It is hoped 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 Taixing Group in 20xx.
Personal work plan of the company's human resources supervisor
First, post setting, personnel adjustment and recruitment management.
1. Organize to formulate the organizational structure and post setting scheme of the branch. According to the annual business plan of this year's branch, the human resources department of the company organized and formulated the organizational structure and post preparation plan of this year's branch at the beginning of the year, which was reported to the head office after being discussed and approved by the branch manager's office meeting. In the middle and late this year, according to the needs of the branch, the organizational structure was partially adjusted. At the beginning of May, the personnel administration office was divided into the general manager's office and the human resources department, and the chief engineer's office was established in mid-July.
2. Rationally optimize personnel and moderately reduce grass-roots operators. According to the current situation of the company, the establishment of each department will be sorted out, and the cleaning post of the general manager's office will be cancelled before the end of the year.
3. Organize branch companies to recruit job vacancies. This year, the human resources department will set up posts according to the positions set at the beginning of the year, which is in line with? Carefully recruit to meet the demand? Principles of employee recruitment.
4. Develop recruitment tools. In order to improve the evaluation ability of candidates' quality in the process of talent selection, promote the unification of talent selection standards and improve the selection quality in the process of recruitment, according to the holding company's "About Organizational Establishment? Talent evaluation questions? Since the beginning of June, the human resources department of the company has been gradually organized and established? Talent assessment test? This is an important tool for talent selection. Due to the recruitment needs of the company? Talent assessment test? It has not appeared after preparation, so this tool has not been applied yet.
5. The recruitment rate and turnover rate of key personnel. As of June 5438+February 3 1, the turnover rate of key personnel was 25.438+0%.
6. Personnel training and transportation.
Second, performance management.
1, signing and assessment of annual performance responsibility letter of department manager.
At the beginning of the year, according to the business plan of the branch and the indicators in the performance responsibility book of the branch manager 18, the human resources department of the company decomposed and formulated the performance responsibility book of the branch manager and above 18, and signed the performance responsibility book in time after full communication. At the same time, the human resources department will strengthen the tracking, collection and collation of information related to various assessment indicators in daily work, so as to provide the basis and guarantee for the smooth implementation of the year-end assessment.
2. Monthly assessment.
On the basis of the detailed rules for the implementation of monthly assessment issued by the head office, the human resources department of the company further refines and standardizes the management of monthly assessment, and formulates templates for filling in the assessment forms of different personnel to ensure the effectiveness of the application of assessment tools.
3. Special evaluation.
This year, the human resources department of the company organized employee confirmation, nomination and employment assessment according to the requirements of the company system to ensure the integrity of the assessment data.
4. Quarterly evaluation.
The human resources department of the company regularly organizes the quarterly debriefing of the deputy general manager (before the general manager's debriefing), and builds a communication platform between the general manager and the deputy general manager.
5. Year-end evaluation.
On the basis of observing the assessment principles of the past years, the Human Resources Department of the company adjusted the assessment scheme according to the requirements of the Head Office this year, adding key indicators assessment, ability attitude assessment and special addition and subtraction points for department/project leaders, each of which has a certain weight, making the assessment more reasonable and objective.
Three. reward
Management 1, salary survey calculation. According to the overall deployment of the human resources department of the head office, the human resources department of the company conducts salary survey and data calculation for the branches, and reports it to the human resources department of the head office as required. The human resources department of the head office will arrange the next step to ensure the introduction of the new salary system as soon as possible.
2. Implement the current salary system. The company's current salary system is 13 version. Therefore, in the absence of a new salary system, the company has done a good job in the salary management of branch employees in accordance with the requirements of the system. At present, the salaries of employees in the company are basically implemented in accordance with this system. The salary during the probation period has been adjusted accordingly, and it is 80% of the full salary after becoming a full member.