Personal development plan of human resources 1
According to the results of pre-job analysis and post evaluation of Zuoshang Enterprise Management Consulting Co., Ltd., on the premise of adjusting organizational structure and personnel re-allocation, the general idea of Human Resources Department is to take recruitment as the guide, adjust and improve the recruitment system of human resources, strengthen the management of new employees, assist Zuoshang Enterprise Management Consulting Co., Ltd. to implement and maintain the salary setting and performance evaluation system after post evaluation, and establish and improve the training system by using the results of job analysis and post evaluation to achieve standardization and standardization.
The specific work steps are as follows:
1, unify thoughts and establish the concept of human resource management.
In the early communication with the teachers of Zuoshang Enterprise Management Consulting Co., Ltd., they were willing to train the course of "Human Resource Management for Non-human Resource Department Directors" for the company's supervisors and above, and suggested that the company let Zuoshang Management Company train the course for the department heads and above, so as to ensure that the company formed a unified understanding in the implementation of human resource management concepts, popularize the knowledge of human resource management concepts among the management, reduce the resistance to the later performance implementation and improve the implementation efficiency.
2, strengthen internal construction, clear job responsibilities.
After the adjustment of departments and personnel, combined with the work flow, the responsibilities of each post and related staff will be further clarified within the Human Resources Department, the human resources management system, processes and forms will be comprehensively sorted out, and the internal work and meeting notification system of human resources will be formulated. Establish a regular communication mechanism within the human resources department, and combine communication channels such as meetings and training with OA communication mode, so that personnel can first develop a good internal working atmosphere.
3. Establish and improve the recruitment system and strengthen the recruitment function.
First of all, according to the job responsibilities (or job descriptions) of each post, refine the basic post quality, establish the basic post quality model, determine the recruitment standards, and establish the basic post quality model base to make preliminary preparations for resume screening, so as to make the recruitment more systematic.
Second, build recruitment channels. At present, the main recruitment channels are internal recruitment, industry media, talent market, campus recruitment, talent agency, interpersonal recommendation, online recruitment, talent pursuit and so on. Combined with the current recruitment effect and industry characteristics, we will increase online publicity, post small advertisements and recommend by insiders. On the basis of maintaining the existing recruitment channels, communicate with external recruiters to learn more channels and explore new recruitment channels.
Third, establish an evaluation system for management recruitment. Evaluate and evaluate the recruited managers and choose evaluation tools to provide more reference for the interviewer's evaluation.
Fourth, optimize the recruitment process. According to the characteristics that the offices of the Group and each company are relatively scattered, and the recruitment work is managed by the Group in a unified way, the interview linkage between the Group and each company is established in the process setting, so as to ensure that the recruiters are satisfied with both the recruiter and the record, which is more suitable for the post requirements.
Fifth, improve the forms of recruitment, assessment and evaluation. Optimize all kinds of recruitment forms according to the requirements of process and structured interview approval.
4. Establish and improve the training system and strengthen the evaluation of training effect.
The construction of the company's training system is guided by the enterprise strategy and focuses on the improvement of employees' post competence. While paying attention to employee career shaping and career planning, we will improve employee performance and organizational efficiency, promote the all-round development of employees, and provide dynamic talent support for the company's sustainable development.
First of all, establish a training organization system with the human resources department as the leading factor and the heads and managers of all departments as the backbone, and standardize the development, arrangement and teaching methods of training courses according to different levels.
Secondly, establish a curriculum system.
On the establishment of the curriculum system for new employees, with cultural identity and role orientation as the core, we choose to develop different courses for training at the beginning, middle and end of the trial training respectively. General situation, development history, business model and corporate culture of the enterprise at the initial stage of employment, and curriculum arrangement centered on employee code of conduct, enterprise system, rules and regulations, workflow and instrument etiquette; In the medium term, we should focus on team awareness training and professional quality guidance as much as possible; Before the end of the trial, summarize and promote, sense of responsibility, etc. , and combined with the self-examination summary of employees, enhance the cognitive ability of enterprises and positions.
On the basis of the establishment of the curriculum system for old employees, with discipline awareness and work skills as the core, training courses on team spirit, work attitude, workflow improvement, employee behavior norms, rules and regulations are carried out from time to time, and courses are developed according to training needs and shortcomings in work.
On the basis of curriculum setting for backbone and grass-roots managers, curriculum development and arrangement are based on training needs such as team management, communication ability, time management and work efficiency, training and guidance ability, and enterprise operation needs.
In the middle and senior managers' curriculum, courses such as professional managers' core skills, leadership and execution, how to build an efficient work team, problem analysis and solution, time management and work plan, and HR management of non-HR managers have been developed.
Curriculum development must dynamically adjust the key training content according to the company's development strategic needs and the growth of employees. Gradually form the company's project and case base.
According to different training objects, choose different training forms.
Third, the construction of training lecturer team. Combined with the current training situation of the company, the training lecturer team is mainly composed of backbones and supervisors at all levels to train the necessary qualities and skills of lecturers. Combined with the training needs of different levels, external training of lecturers or participation in external training is adopted, so that the lecturer team is mainly internal lecturers, supplemented by external training and external training.
During the interview, due to the nature of the company's business and the characteristics of working hours, some backbones and supervisors are training employees, but the effect is not good and they are not active in teaching.
In the construction of training lecturers, a teaching reward system can be established. According to different course types, the Human Resources Department adopts different evaluation methods for teaching level, attitude and effect, and rewards teachers with evaluation points to enhance their enthusiasm and self-improvement ability.
Fourth, the construction of training system and process system. Organize the preparation of the company's current training system, and make necessary revisions according to the company's business development needs, improve the training system and optimize the training process.
Fifth, the construction of training evaluation system. For each training, different degrees of evaluation are made according to the teaching content. After the training, the trainer should give feedback on the training suggestions and opinions, training courses and lecturers, and make a response rating first; Test training courses or let employees talk about their experiences and make a good evaluation at the learning level; After the completion of the whole period of training, check whether the behavior and performance of the participants have changed or improved, and evaluate them at the behavioral level; Whether the training has had a positive impact on the company's operation and development, so as to evaluate the effect.
Sixth, establish and improve training files. Employee training files are an important basis for employee promotion, year-end evaluation and prevention of labor disputes. According to the management efficiency, everyone can file or file monthly to ensure the integrity of employee training files.
5. Strengthen execution and promote the operation of performance-based pay system.
Performance-based salary system is determined by the assistant management company on the basis of job investigation, job analysis and job evaluation, which takes a long time to form, mobilizes many people and has high production cost. The Human Resources Department assists the management to strengthen implementation and make good use of performance interview, tracking, effect evaluation and assessment results.
First, strengthen inspection and tracking to ensure the accuracy and authenticity of the data sources of performance indicators;
Second, for each evaluation index, it should be quantified as much as possible, but not quantified. The evaluation method should be scientific and the index definition should be clear.
Third, the performance appraisal process should be fair and just; Performance results must be fed back to individuals, so as to ensure that the assessed personnel understand their own shortcomings and know how to improve their work in the next step.
Fourthly, combining with the follow-up guidance in the evaluation process, we can understand the personnel needs and develop the personnel training courses.
6. Other aspects
Guide subordinates to do a good job in employee relationship management. The first is the annual audit of social security; The second is employee file management; Third, labor contract management; Fourth, department employees should conduct necessary employee interviews at the grassroots level and make records; Fifth, the completeness of personnel statement submission; The sixth is to formulate and complete the work plan summary and standardization of employee relations and personnel affairs.
Personal development plan of human resources II
According to the company's development planning and human resources work requirements, the human resources department will closely focus on the company's overall work guiding ideology and development planning, and combine the company's actual situation to fully complete the tasks assigned by the company.
First, correct thinking, blaze new trails and strive to create a new situation in human resources work.
According to the unified deployment of the company, the human resources department will clearly understand the situation, boldly innovate and constantly improve, and do a good job in human resources management under the correct leadership of the general manager's office and in accordance with the guiding ideology and development goals formulated by the company in 2006. Establish and improve the human resource management system, improve the formulation and implementation of employee recruitment, training, promotion and performance appraisal, and introduce and train talents. Make human resources work play its due role.
Second, set work objectives _ to ensure the orderly development of human resources work.
To ensure the effective development of human resources work and play an important role in enterprises. In _ _ _ _ _, the Human Resources Department will strictly follow the spirit of the document "_ _[ 1" and earnestly implement all tasks assigned by the company. The specific work objectives are as follows:
1. Establish and improve the organizational structure of the company.
In _ _ _ _, the human resources department will reasonably establish and improve the organizational structure of the company according to the "Twelfth Five-Year Plan" and the development goal of _ _ _ _, and set up the organizational structure reasonably according to the actual situation and personnel structure of Xuwang Company, and increase or decrease the staffing of departments according to the requirements of the general manager's office, so that all departments can give full play to their due roles. Because the establishment of organizational structure is the basis of human resources work.
Foundation.
2. According to the organizational structure, prepare the post responsibility system and post target responsibility book of each department.
In _ _ _ _, the company will prepare departmental responsibility system and post target responsibility book for each position of each department, so as to clarify and refine the post responsibilities and target tasks, so as to assess and determine the post responsibilities and work contents of each department, and prepare departmental target responsibility book according to the actual situation, so as to stimulate and restrain the sense of responsibility and urgency of each manager and frontline staff. At the end of the year, the year-end assessment will be conducted according to the actual completion of the target responsibility book. The post responsibility system will be posted on the wall, subject to the supervision of various departments and the internal assessment of the company.
3. According to the development requirements of the company, do a good job in employee recruitment.
_ year is the year of development and standardization of the company, and the human resources department will formulate and implement the recruitment of human resources of the company according to the development plan of the headquarters. Through various publicity channels, we will increase the publicity of the company's brand and talent introduction policies to organize the implementation of personnel recruitment, continue to implement the recruitment process controlled by store organizations and human resources departments, and increase the recruitment efforts. Carefully inspect and understand every applicant to ensure that every new employee is competent to complete the company's tasks. Introduce and absorb a large number of outstanding talents into the company.
4. Do a good job in training and tracking assessment of new employees.
In _ _ _ _, the Human Resources Department will seriously organize and implement the training and follow-up assessment of new employees and managers. In _ _, we will strengthen the training of employees' business skills according to the overall situation of employees and the actual situation of the company, focusing on strengthening the first-level management personnel of department heads.
Staff training, comprehensively improve the management level and business skills of team leaders, and then adopt pre-job training and on-the-job "One Belt, One Belt" training methods to conduct comprehensive and systematic targeted training for employees, so that the overall business skills of our employees can be further improved. The human resources department will track and evaluate each manager and employee and file their training and performance. Collect first-hand information for the company's reserve talents.
At the same time, excellent management talents and excellent employees will be sent to study abroad. Through this kind of study and training, let them see the advantages of other peers, find out their own gaps, and improve our own management level and business skills through learning.
5. Establish and improve the performance appraisal mechanism of our company to stimulate the enthusiasm of employees.
The human resources department will formulate performance appraisal standards and implementation methods according to the company's annual work objectives, improve the performance appraisal process and content, and issue performance appraisal forms to stores according to their actual conditions.
Performance evaluation process:
Establish a performance appraisal system-decompose appraisal indicators-implement performance appraisal-prepare salary statements-summarize the year-end performance appraisal-cash the performance appraisal results.
Performance appraisal is mainly linked with sales performance and employee salary, so as to improve and stimulate employees' subjective initiative and sense of responsibility, break egalitarianism, embody the principle of "distribution according to work" and truly realize "three differences". The salaries of managers and front-line employees are completely separated.
Step 6 plan
Human resource planning, training and reserving excellent management talents.
According to the company's development plan and talent demand, the human resources department will continuously cultivate and reserve all kinds of outstanding management talents to meet the needs of enterprise development. In _ _, the human resources department will focus on strengthening the recruitment and reserve of department heads and store managers, introduce and tap talents through various channels, vigorously attract talents with management and operation capabilities, continuously strengthen the training of existing excellent employees, actively establish cooperative relations with some talent companies, and seek high-quality management talents through them.
Personal development plan of human resources Chapter 3
1, unify thoughts and establish the concept of human resource management.
In the early communication with the teachers of Zuoshang Enterprise Management Consulting Co., Ltd., they were willing to train the course of "Human Resource Management for Non-human Resource Department Directors" for the company's supervisors and above, and suggested that the company let Zuoshang Management Company train the course for the department heads and above, so as to ensure that the company formed a unified understanding in the implementation of human resource management concepts, popularize the knowledge of human resource management concepts among the management, reduce the resistance to the later performance implementation and improve the implementation efficiency.
2, strengthen internal construction, clear job responsibilities.
After the adjustment of departments and personnel, combined with the work flow, the responsibilities of each post and related staff will be further clarified within the Human Resources Department, the human resources management system, processes and forms will be comprehensively sorted out, and the internal work and meeting notification system of human resources will be formulated. Establish a regular communication mechanism within the human resources department, and combine communication channels such as meetings and training with OA communication mode, so that personnel can first develop a good internal working atmosphere.
3. Establish and improve the recruitment system and strengthen the recruitment function.
First of all, according to the job responsibilities (or job descriptions) of each post, refine the basic post quality, establish the basic post quality model, determine the recruitment standards, and establish the basic post quality model base to make preliminary preparations for resume screening, so as to make the recruitment more systematic.
Second, build recruitment channels. At present, the main recruitment channels are internal recruitment, industry media, talent market, campus recruitment, talent agency, interpersonal recommendation, online recruitment, talent pursuit and so on. Combined with the current recruitment effect and industry characteristics, we will increase online publicity, post small advertisements and recommend by insiders. On the basis of maintaining the existing recruitment channels, communicate with external recruiters to learn more channels and explore new recruitment channels.
Third, establish an evaluation system for management recruitment. Evaluate and evaluate the recruited managers and choose evaluation tools to provide more reference for the interviewer's evaluation.
Fourth, optimize the recruitment process. According to the characteristics that the offices of the Group and each company are relatively scattered, and the recruitment work is managed by the Group in a unified way, the interview linkage between the Group and each company is established in the process setting, so as to ensure that the recruiters are satisfied with both the recruiter and the record, which is more suitable for the post requirements.
Fifth, improve the forms of recruitment, assessment and evaluation. Optimize all kinds of recruitment forms according to the requirements of process and structured interview approval.
4. Establish and improve the training system and strengthen the evaluation of training effect.
The construction of the company's training system is guided by the enterprise strategy and focuses on the improvement of employees' post competence. While paying attention to employee career shaping and career planning, we will improve employee performance and organizational efficiency, promote the all-round development of employees, and provide dynamic talent support for the company's sustainable development.
First of all, establish a training organization system with the human resources department as the leading factor and the heads and managers of all departments as the backbone, and standardize the development, arrangement and teaching methods of training courses according to different levels.
Secondly, establish a curriculum system.
On the establishment of the curriculum system for new employees, with cultural identity and role orientation as the core, we choose to develop different courses for training at the beginning, middle and end of the trial training respectively. General situation, development history, business model and corporate culture of the enterprise at the initial stage of employment, and curriculum arrangement centered on employee code of conduct, enterprise system, rules and regulations, workflow and instrument etiquette; In the medium term, we should focus on team awareness training and professional quality guidance as much as possible; Before the end of the trial, summarize and promote, sense of responsibility, etc. , and combined with the self-examination summary of employees, enhance the cognitive ability of enterprises and positions.
On the basis of the establishment of the curriculum system for old employees, with discipline awareness and work skills as the core, training courses on team spirit, work attitude, workflow improvement, employee behavior norms, rules and regulations are carried out from time to time, and courses are developed according to training needs and shortcomings in work.
On the basis of curriculum setting for backbone and grass-roots managers, curriculum development and arrangement are based on training needs such as team management, communication ability, time management and work efficiency, training and guidance ability, and enterprise operation needs.
In the middle and senior managers' curriculum, courses such as professional managers' core skills, leadership and execution, how to build an efficient work team, problem analysis and solution, time management and work plan, and HR management of non-HR managers have been developed.
Curriculum development must dynamically adjust the key training content according to the company's development strategic needs and the growth of employees. Gradually form the company's project and case base.
According to different training objects, choose different training forms.
Third, the construction of training lecturer team. Combined with the current training situation of the company, the training lecturer team is mainly composed of backbones and supervisors at all levels to train the necessary qualities and skills of lecturers. Combined with the training needs of different levels, external training of lecturers or participation in external training is adopted, so that the lecturer team is mainly internal lecturers, supplemented by external training and external training.
During the interview, due to the nature of the company's business and the characteristics of working hours, some backbones and supervisors are training employees, but the effect is not good and they are not active in teaching.
In the construction of training lecturers, a teaching reward system can be established. According to different types of courses, the Human Resources Department adopts different evaluation methods for teaching level, attitude and effect, and rewards teachers with evaluation points to enhance their enthusiasm and self-improvement ability.
Fourth, the construction of training system and process system. Organize the preparation of the company's current training system, and make necessary revisions according to the company's business development needs, improve the training system and optimize the training process.
Fifth, the construction of training evaluation system. For each training, different degrees of evaluation are made according to the teaching content. After the training, the trainer should give feedback on the training suggestions and opinions, training courses and lecturers, and first make a good evaluation on the response level; Test training courses or let employees talk about their experiences and make a good evaluation at the learning level; After the completion of the whole period of training, check whether the behavior and performance of the participants have changed or improved, and evaluate them at the behavioral level; Whether the training has had a positive impact on the company's operation and development, so as to evaluate the effect.
Sixth, establish and improve training files. Employee training files are an important basis for employee promotion, year-end evaluation and prevention of labor disputes. According to the management efficiency, everyone can file or file monthly to ensure the integrity of employee training files.
5. Strengthen execution and promote the operation of performance-based pay system.
Performance-based salary system is determined by the assistant management company on the basis of job investigation, job analysis and job evaluation, which takes a long time to form, mobilizes many people and has high production cost. The Human Resources Department assists the management to strengthen implementation and make good use of performance interview, tracking, effect evaluation and assessment results.
First, strengthen inspection and tracking to ensure the accuracy and authenticity of the data sources of performance indicators;
Second, for each evaluation index, it should be quantified as much as possible, but not quantified. The evaluation method should be scientific and the index definition should be clear.
Third, the performance appraisal process should be fair and just; Performance results must be fed back to individuals, so as to ensure that the assessed personnel understand their own shortcomings and know how to improve their work in the next step.
Fourthly, combining with the follow-up guidance in the evaluation process, we can understand the personnel needs and formulate personnel training courses.
6. Other aspects
Guide subordinates to do a good job in employee relationship management. The first is the annual audit of social security; The second is employee file management; Third, labor contract management; Fourth, department employees should conduct necessary employee interviews at the grassroots level and make records; Fifth, the completeness of personnel statement submission; The sixth is to formulate and complete the work plan summary and standardization of employee relations and personnel affairs.
Article 4 of the personal development plan for human resources
1. training: the team members are basically novices in the field of intellectual property, and basically have no industry experience, so the training in the first half of 20 1_ year focuses on professional basic knowledge training. The training plan is carried out according to the weekly special training, and the training content is gradually refined and deepened from the basic knowledge. For example, project training can be gradually deepened to the application training of every common project, and patent training can be extended from the initial basic training to the business knowledge training of foreign-related patents and invalid patents. The main purpose is to improve the professional knowledge of the team, and at the same time, let the speakers exercise their own speech level and make full preparations for the next stage of customer service. The goal is that all colleagues have a comprehensive understanding of the basic business and can basically deal with customer problems.
20_ In the second half of the year, the focus of training is to arrange external training for each employee's professional field. For example, arrange for colleagues in the agency department to participate in the training of patent association on document writing and take the patent agent exam; Arrange for colleagues in trademark department to participate in trademark law training. Enterprise managers and engineers can arrange to participate in the training of patent workers. The goal is that people in all fields can go to a higher level of professional knowledge and independently complete official document writing and case handling.
2. Recruitment: 20 1_, focusing on business managers, project assistants, engineers and lawyers. The main channels are website recruitment and acquaintance introduction. It is planned to complete the recruitment of the above-mentioned personnel in March, and at the same time do a good job in recruitment procedures, induction training, probation management, etc. to ensure the suitability of personnel and positions.
3. Salary: The first draft of the salary commission system was basically completed before the Spring Festival. The main work after the year is to implement the salary system and do a good job in training the salary commission system, so that every employee can know the salary commission standard of this position. At the same time, the year-end incentive measures will be completed in the first quarter, and the rewards will be linked to the performance of the company and employees. The overall goal is to promote the enthusiasm of employees to develop their business through the establishment and improvement of the salary system.
4. System construction: employee handbook, attendance system and document management system have been formulated before the Spring Festival. Years later, the first half of the year mainly completed the construction of salary commission system, year-end bonus scheme, company structure and job description. In the second half of the year, the performance appraisal system for each post and the salary adjustment plan for the second half of the year were mainly completed.
5. Employee relationship management: At present, the filing of employee files, the establishment of electronic files and the establishment of the company's provident fund account have been completed. In February, it is necessary to complete the establishment of the company's social security account and purchase social security and provident fund for the employees who become regular employees. If possible, hold a staff dinner or activity once a month to increase the cohesion of colleagues.
The focus of human resources work in the next 20 years is to introduce talents, cultivate talents, establish systems and improve the enthusiasm of employees.
Personal development plan of human resources Chapter 5
1, do a good job in customer satisfaction survey for 20 years;
2. Collect opinions on contract renewal or termination due at the end of 20__;
3. Continue to improve personnel basic information.
Continue to improve employee files with the help of information system: personal data, educational background data, physical examination data, assessment results, job changes, rewards and punishments data are all stored in personal files. At the same time, further standardize and establish and improve the procedures of entry and exit (external employment, dismissal and resignation) and internal transfer-in and transfer-out procedures.
4. Continue to do a good job in recruitment.
Strictly follow the process of recruitment, and do a good job in personnel selection and interview according to the company's development plan. Take a variety of ways to recruit talents to ensure the demand for professionals.
1), continue to play the role of online recruitment, and actively participate in various universities, social job fairs and other channels to recruit talents;
2) Continue to communicate with Pharmaceutical University, Higher Vocational College, Liaoning University of Traditional Chinese Medicine and Liaoning Health Vocational College. , and through lectures, organizing teachers and students to visit and other activities to increase the company's publicity on campus, expand the company's visibility on campus, establish a good corporate image, strive for long-term cooperation intentions, and actively transport talents for the company;
3) Make full use of the internship or probation period, and strictly examine the actual working ability of recruiters.
5. Continue to strengthen training.
1), the training work is carried out in strict accordance with the company's training management system, and the training is tracked and implemented throughout the whole process, and the late tracking and effect evaluation of each training project are done well, and timely feedback is given;
2) Draw up the management system of internal trainers in enterprises, establish personal performance files of internal trainers, provide training opportunities for internal trainers, and incorporate the training achievements of each internal trainer into the personal performance files of internal trainers, so as to make internal trainers develop in a professional direction and mobilize the training enthusiasm of internal trainers in enterprises;
3) For department heads, increase the training requirements at the company level and incorporate them into the mid-year assessment; Improve employee personal training files.
6. Pay attention to the relevant national and local labor policies, avoid increasing communication with the labor department in terms of employment risks, pay attention to the relevant policies of the labor department, and conduct self-inspection on internal labor costs on a regular basis to avoid employment risks and reduce labor disputes.
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