Personnel administration work plan

Part 1: Personnel Administration Work Plan

The General Administration Department of the Administrative Personnel Department is an integrated administrative department that integrates administrative, personnel and general affairs. Administrative management, personnel management, and general affairs logistics management are indispensable components of the company's orderly and standardized development. Successful enterprises are derived from excellent management. Excellent management stems from excellent and perfect systems, and improves the company's management level. The strength of the enterprise team enables the company to enter a state of management standardization and standardization.
According to the department's work in 20xx and the current situation of the company and the future development trend, the administrative personnel and general affairs department plans to carry out the work in the 20xx year from the following aspects, and comprehensively implement targeted management.
1. In addition to doing daily management work in the 20xx year, the Administrative Personnel General Affairs Department will focus on the following aspects:
(1) Increase logistics services and supervision, and modify and improve the relevant rules and regulations of logistics services according to the actual work of the company, so that it is more in line with the actual needs of the company.
(2) Cooperate with the company to promote construction work, increase administrative management, and publicize the typical good deeds that emerged from the work in a timely manner, and promote the quality of work through “point-to-face and salary-acclaimed”.
(3) Intensify the management of human resources, improve the management of labor and personnel files and contracts, strictly control the company's labor and employment, do a good job in setting up posts, and do their best. Provide a reasonable basis for talent recruitment and evaluation of salary and performance appraisal.
(4) Complete daily recruitment and configuration of human resources.
(5) Strictly implement the company's various rules and regulations.
(6) Standardize office management and office supplies management, as well as environmental sanitation management.
(7) Increase internal human resources and talent development, and promote excellent corporate culture.
(8) Record the control of personnel turnover rate and the relationship between labor and capital, the foresight and handling of disputes. It not only protects the legitimate rights and interests of employees but also protects the company's image and fundamental interests.
In addition, the company will strengthen the company's advertising, maintenance and update of the company's website and project website, and cooperate with and organize the work of the planning department;
The administrative personnel affairs general affairs work is a very serious and important basic work for a company that is growing and developing. It is also a work that requires the company to work together. There are many projects in which various departments work together to do a good job, so the company leaders need to pay attention to and support them. Whether to change the concept from top to bottom and how much support and cooperation each department provides is the key to the success of the work of the General Affairs Department. Therefore, after the annual target is set, the administrative personnel and general affairs department will ask the company's leaders and departments to provide great assistance during the completion process.
In 20xx, the company was nervous and busy, and the administrative personnel and general affairs department had great responsibility for work. However, I always put myself into work with full enthusiasm, fulfilling various duties such as administration, personnel, general affairs, and implementing the company's rules and regulations. Of course, the Executive General Affairs Department still has flaws in this year's work, which will be improved and corrected in the coming year. With the development of the company, according to the needs of talent recruitment, increase administrative, personnel, general affairs management and staff training to complete the work of various projects, and strict implementation and implementation of the company's various rules and regulations, we can anticipate our work in the coming year It will be even more arduous. For this reason, I will work harder and strive to contribute to the company! I believe we have always been the leader in the same industry!

Part 2: Personnel Administration Work Plan

According to the current work situation and shortcomings in the current year, combined with the current development status and future trends of the company, the administrative personnel department plans to carry out the work of the year from ten aspects:
1. Further improve the company's organizational structure, identify and distinguish the powers and responsibilities of each functional department, strive to achieve the scientific application of the organizational structure, and no longer make major adjustments in three years to ensure that the company's operations operate in the existing organizational structure. .
2. Completing the work analysis of each position of the company's various departments, providing a scientific basis for talent recruitment and evaluation of salary and performance appraisal;
3. Complete daily administrative recruitment and configuration;
4. Implement salary management, improve the salary structure of employees, and implement a scientific and fair salary system;
5. Fully consider employee benefits, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employee ownership and dedication, and enhance corporate cohesion.
6. On the basis of the existing performance appraisal system, refer to the performance appraisal method of advanced enterprises to achieve the perfection and normal operation of the performance appraisal system, and ensure that it is linked to salary. Thereby improving the authority and effectiveness of performance appraisal.
7. Vigorously strengthen the training of staff's post knowledge, skills and quality, and increase the intensity of internal talent development.
8. Promote excellent corporate culture and corporate traditions, and infect people with excellent culture;
9. Establish an internal vertical and horizontal communication mechanism to mobilize the subjective initiative of all employees of the company and establish a harmonious and harmonious internal relationship. Brainstorming and serving the development of the enterprise.
10. Do a good job in controlling the turnover rate of workers and the relationship between labor and capital, and the foresight and handling of disputes. It not only protects the legitimate rights and interests of employees, but also maintains the company's image and fundamental interests.

Second, note:
1. Administrative work is a systematic project. It is impossible to do so overnight, so the administrative personnel department will proceed in a gradual and orderly manner when designing and setting annual targets. If you are blindly pursuing speed, the Administration will not be able to guarantee the quality of the target.
2. Administrative work is a very important basic work for a company that is constantly growing and developing. It is also a work that requires the company to work together. All departments work together to do a good job. Therefore, the company leaders need to pay attention to it. and support. Whether to change the concept from top to bottom and how much support and cooperation each department provides is the key to the success of administrative work. Therefore, after the annual target is set, the administrative personnel department will ask the company leaders and departments to assist in the completion process.
3. This work target is only the basic file of the annual work of the administrative personnel department, not the specific work plan. In view of the fact that the administrative construction of enterprises is a long-term project, a detailed work plan matching the objectives will be formulated for each work administration department. However, this work goal must be implemented after the company's leadership research is passed through. If the company adjusts the objectives of the department, the administrative personnel department will complete the annual work according to the adjusted target. Similarly, the specific plans, plans, systems, and forms for each target project implementation will also be implemented in accordance with the company's adjusted goals.
I. Overview of the objectives

The company's organizational structure to date is strictly incomplete. The company's organizational structure determines the direction of the company's development.
In view of this, the administrative personnel department should first complete the improvement of the company's organizational structure in the year of ****. Based on the principles of stability, rationality and soundness, through the prediction and analysis of the company's future development situation, a scientific corporate organization structure is established to determine and distinguish the powers and responsibilities of each functional department, so that the responsibilities of each department and each position Clear and clear, no gaps or overlaps, strive to achieve scientific application of organizational structure, no longer make major adjustments within three years, to ensure that the company's operations operate well in the existing organizational structure, management practices ,Growing.

Second, the specific implementation plan:
1. Complete the investigation of the rationality of the company's existing organizational structure and position preparation and the investigation of the future development trend of various departments of the company before the end of January;
2. Complete the draft design of the company's organizational structure before the end of February, and solicit opinions from various departments, and report to the general manager for review and revision;
3. Complete the company's organizational chart and organization chart of each department and company staffing plan before the end of March. All departments of the company cooperated with the company's organizational structure to transform the job descriptions and work processes of the department on the basis of last year. The administrative department is responsible for finishing the book

Third, the implementation of the objectives of the note:
1. The company's organizational structure is determined by the company's long-term development strategy, which determines whether the company's organization operates efficiently or not. The design of the organizational structure should be based on a simple, scientific and pragmatic approach. Too much simplification of the organization will lead to irrelevance of responsibility and responsibility, heavy workload, middle and high-level management is tired of coping with daily affairs, hindering the pace of development of the company; and too much organization will lead to continuous increase in management costs, uneven workload, work The increase in process links, the phenomenon of pushing and pushing, the overstaffing of employees, and the decline in the overall efficiency of the organization also hindered the development of the company.
2. The organizational structure design cannot be based on the record of the existing organizational structure, but the overall development strategy of the company and the design of the company's operations in a certain period of time. Therefore, we must not be rigidly attached to the status quo, nor can we make up ourselves. The determination of each functional department and every job should be carefully demonstrated and studied.
3. The design of the organizational structure needs to focus on feasibility and operability, because the organizational structure of the company is the basis of the company's operations, and also the basis for departmental preparation and staffing. Once the organizational structure is determined, in addition to the special approval of the company's general manager, the administration The Ministry will have the right to refuse to add to the various departments beyond the organizational structure.
Fourth, the target responsible person:
First Responsible Person: Administrative Personnel Manager Coordinator: Assistant Manager of Administrative Personnel Department

V. Matters and departments that need to be supported and coordinated in the implementation of the target:
1. The company's existing organizational structure and the rationality of the job preparation and the investigation of the future development trend of the company's various departments require the relevant functional departments to fill out the relevant survey forms, and the administrative department needs to read the company's existing departmental job descriptions;
2. After the draft of the organizational structure is issued, all departments are required to review and submit valuable opinions and must be finalized by the general manager of the company.

Part 3: Personnel Administration Work Plan

I. Staffing and Management This year, we will focus on the staffing of the new industrial parks during the operation period.
1. According to the company's new system setting and staffing, some excellent management personnel and production backbones will be transferred to the industrial park to make the technical transformation project operational and safe and economical.
2, according to the company's various departments, units, staffing, editing, lack of editing, ready to do the work at any time. Timely and accurate release of personnel orders and personnel instructions, and strive to achieve the best rational allocation of human resources.
Second, the labor contract management to do a good job of the labor contract signing, lifting and labor contract file management. This year, we will focus on the renewal of the employees of the 194 labor contract due on June 30, xx. In view of this renewal work, on the basis of this year's labor contract management work, it is necessary to further operate new management methods, and to adopt medium-term and short-term contracts for production workers and other staff members, and adopt some management methods for non-renewal contracts for some personnel.
III. Personnel assessment and evaluation To further strengthen the evaluation of employees' ability to work in a certain period of time, correctly grasp the work status of each employee, establish a normal and reasonable personnel assessment system for the company, and thus reward, punish, promote and adjust the employees. Provide an objective basis. According to the current production and operation status of the company, a personnel evaluation system is formulated to conduct personnel assessment. In-service trials, on-the-job training or transfer of posts to unqualified personnel to ensure high efficiency and high quality of the workforce.
4. The management of rewards and punishments, combined with the actual situation of the company, rewards those who have outstanding achievements and contributions in production, scientific research, labor, and management. In case of violation of labor discipline, often late, early leave, absenteeism; failure to complete production tasks or work tasks; disobeying work distribution and transfer, command, or unreasonable troubles, gathering people, fighting and affecting production order, work order and social order Employees in other situations are given administrative sanctions or financial penalties.
V. Talent reserve work According to the current situation of the company, combined with the management experience of advanced enterprises, participate in national or regional large-scale talent exchange fairs, and directly introduce high-level, highly educated talents to obtain talented teams with excellent technology and excellent moral character. It is planned to recruit about 10 undergraduate students in the xx years. The majors include: 5-7 people in thermal energy and power, 2-3 in electrical engineering, and 2-3 in chemistry.
Sixth, the employee title evaluation, professional qualification certificate annual review work:
With the further emphasis on human resources, job title evaluation has been widely recognized and valued by the society.
1. Do a good job in the work of applying for the title of employees of the company in xx, and focus on the procedures for applying for junior and intermediate titles.
2. Do an annual review and handling of the company's employee professional qualification certificate. In accordance with the requirements of the labor department, do a good job in the annual review of the vocational qualification certificate, and at the same time, according to the actual time, do the application and processing of the vocational qualification certificate.
7. Other personnel management work:
1. Do a good job in quarterly labor insurance and labor supply and management of employees, and timely supplement the labor insurance products and revision of relevant systems.
2. Do a good job in collecting, organizing and documenting the personnel file materials of the employees to ensure the integrity, completeness and confidentiality of the files;
3. Strictly follow the company's rules and regulations, and carefully handle the resignation, dismissal, delisting, and expulsion of employees. Strict resignation procedures, do a good job of the transfer of money, money, and materials for retired employees, leaving no sequelae.

Part 4: Personnel Administration Work Plan

Based on the annual work situation in 2019 and the existing deficiencies, combined with the current development status and future trends of the company, the 2019 annual work plan of the Administrative Personnel Department will be carried out in the following aspects:
First, earnestly study and implement new national and local labor laws and regulations, and modify the current system and regulations of the company in a targeted manner to effectively avoid legal risks.
According to the relevant provisions of the "Regulations on Labor Security Supervision of Guangdong Province" voted at the 38th meeting of the Standing Committee of the 11th National People's Congress of Guangdong Province, from May 1st, 2019, the fines of the employer's rules and regulations will be warned, and the disorder will be detained. The salary will be fined according to the standard of 2,000 yuan to 5,000 yuan per person for fines or deductions.
Judging from the newly promulgated "Regulations on Labor Security Supervision in Guangdong Province", most of the current systems of our company will be subject to revision, especially the "Employee Handbook", "Work Behavior Management System", "Administrative Personnel Award and Punishment System", and "Staff Dormitory". The management regulations, the company's regular meeting system, the safety production management, and the safety production reward and punishment system will be revised and must be revised in the first quarter of 2019 to ensure that the new implementation will be implemented on May 1, 2019. Factory regulations.
2. In response to the merger of the branch office and the headquarters in 2019, the corresponding human resources planning should be redesigned and constructed according to the company's actual situation and business operation mode according to the instructions of the General Manager;
Optimize and streamline departments and positions, implement optimal allocation of human resources, effectively reduce labor costs and prevent overlapping labor costs;
Analyze the current situation of human resources status of the number of employees, quality, structure, employee mobility, and the effectiveness of key functions of human resources management at headquarters and branch offices, and formulate practical and feasible personnel adjustment and configuration plans based on the analysis results.
According to the industry, product characteristics, company operation mode and historical data of company personnel demand, we will make a 2019 forecast of human resources supply and demand to ensure the employment needs and normal operation of the enterprise.

Third, in terms of compensation management, step by step reform, continue to implement the "remuneration and performance-linked" incentives, according to the company's operating conditions in the coming year, seeking breakthroughs, trying to break the big pot of rice, to achieve more work and more, pay for performance. Different salary management systems are implemented for different positions and business characteristics. Office staff adopts the comprehensive salary method of “basic salary + post allowance + position allowance + performance bonus”, while employees of production line and quality continue to implement the piece rate compensation system.
The performance appraisal needs to be strengthened, so that the appraisal does not take the form, does not go through the game, pays attention to the appraisal results; at the same time, the employees who are rated as advanced can try the “General Manager Special Award” to be rewarded or promoted, and the employees with poor performance or evaluation are mandatory. The last elimination system."
Fourth, establish and consolidate recruitment channels to meet the company's employment needs in a timely manner. V. Personnel training and development
Annual training plan description
In 2019, the intensity of training in the administrative personnel department is far from enough. In addition to the routine introduction of daily induction training, special training and skill training are recorded. To this end, in 2019, our department must formulate detailed, targeted and practical training courses according to the company's development needs and department staff training needs to meet the company's development strategy and the improvement of the overall quality of employees.
According to the company's business strategy, the company will gradually adjust the employee's knowledge structure through training, improve employee professionalism, form a good professional ethics, improve the company's management level and the overall quality of employees, which is also the starting point for the preparation of this year's training program.
Training Needs Investigation and Analysis In order to make the training program targeted and operable, before the development of the plan, the training needs survey was carefully conducted, and the “Annual Training Needs Questionnaire” was issued to each department.
Training guiding ideology
1. The purpose of the training is to use the combination of “training-work” to improve the staff's work ability, change the work attitude, improve the work performance, and train the employees into “corporate people”. Therefore, the training is mainly carried out in the work process.
2, training emphasizes effectiveness
The course selection of the training is set according to the actual needs and job characteristics of each department and each position. It must closely contact the training staff's own work and combine the actual training work.
3. Training objectives meet the needs of management and work tasks at all levels. The improvement of managerial management skills, attitudes and comprehensive quality is conducive to improving the efficiency of the completion of work tasks and increasing the possibility of achieving the company's business objectives.
Meet the needs of employees. By improving the job skills and overall quality of employees, we increase employee confidence and allow employees to apply these skills in their jobs, thus facilitating the completion of departmental goals.
Shape the company's "learning culture." Form an atmosphere of corporate learning and maintain the company's sustainable development and market competitiveness.
6. Other administrative and personnel management tasks
The personnel file management is to collect, organize and archive the employee's personnel file materials to ensure the integrity, completeness and confidentiality of the files.
Labor contract management, as always, implements national and local laws and policies, and timely signs labor contracts with employees, and practically registers employment and labor contracts.
Social insurance management timely handles social insurance matters, timely follow up the progress of social security processing and card making, timely and accurately provide social insurance payment data, and timely adjust the payment base and proportion according to relevant national policies.
Staff quarters management continued to implement the staff dormitory evaluation system, strictly guarding the health and discipline of staff quarters, rewarding members of the dormitory with excellent health and discipline, and punishing the members of the dormitory with poor health and discipline. Through the rewards and punishments and daily supervision, the staff quarters will be built into a “clean”, “comfortable”, “harmonious” and “safe” staff home.
While completing the above work, the administrative personnel department will increase its efforts in the management of staff canteens, administrative logistics, safe production, administrative meetings, payroll accounting, employee benefits, and residence permits, and give full play to the functions of the administrative personnel department. Do a good job as a bridge and link between employees and enterprises.
In summary, the work of the administrative personnel department at the beginning of the new year, only scientifically based on the enterprise development strategy, rational planning of departmental work in 2019, continuous management reform and innovation, and constantly strengthen their own quality, closely combined with departmental functions Make greater progress and improvement.

Part 5: Personnel Administration Work Plan

According to the understanding of the company's overall management system for more than 20 days, combined with the current situation of the company, the work plan of the personnel administration department was initially formulated. In the following work, the work will be carried out according to this plan.
First, personnel work
1. Recruitment, entry, and file recruitment are “fine”: Now every company is hiring. Choosing the right employees can reduce costs for the company. After understanding the work experience of the employees, if it is suitable for the company, then it is necessary. Ways to let him come to the company for an interview. The employee recruitment process focuses on the attitudes and abilities of employees under the same conditions. The qualifications and experience are second, and the stable talents are recruited as much as possible.
The entry is in the “fine”: the employee's entry requirements must be filled out with comprehensive and complete personnel information, providing necessary proofs such as ID card, diploma, degree certificate, skill certificate, photo, and attention to detail, efficiency and administrative logistics work. Let employees feel the warmth of home from the moment they join the job, and cultivate new employees to identify with the company. It is necessary to verify when employees arrive at the post, to avoid the disconnection between personnel and work departments, and to prevent employees from entering the factory.
The file is set up in “Full”: the employee profile must be comprehensive. The personnel information that should be registered must be fully registered and verified regularly to ensure the authenticity of the employee file.
2. Training on-the-job training: work should be timely, pay attention to details, inculcate corporate culture and corporate superiority, and at the same time cultivate employees' positive attitudes. On-the-job training needs to be recorded in on-the-job training: focus on skills and practicality, and train employees' knowledge And skill safety training: focus on practicality, efficiency, record training files and conduct training tracking management training: department head, team leader, management training, improve management level
3. Attendance attendance and random inspections are conducted on a regular basis to promote employees' enthusiasm for work, understand the status of each department, and update personnel information in a timely manner.
Further standardize the attendance and punching system, modify the relevant systems, improve the enforceability and satisfaction of the attendance system, and strive to achieve “no one to miss the card”. In the process of attendance and execution, the person is not right, strictly follow the attendance system. .
Through the training, meeting and other forms to strengthen the implementation of the attendance system, all departments are required to do their own attendance and punch card regulations, such as going out, taking time off, staying in the material, shifting the class, and preparing the files to the personnel department according to the program.
4. Remuneration standard overtime reporting system, working in strict accordance with the attendance system, so that the attendance data and the overtime application record are consistent, the relevant responsible person is responsible for the error, and is handled according to the employee code attendance system.
Regular notice requires all departments to communicate with the personnel administration department in a timely manner in the department's personnel list, salary adjustment, rewards and penalties, performance bonuses, etc., to ensure that the finance department accounts for salary accuracy.
Timely collection, late arrival, early leave, absenteeism, leave and other information to ensure accurate payroll accounting.
5. The purchase and surrender of social insurance and industrial injury insurance are guaranteed to be timely and effective. Improve the work injury insurance system and procedures to ensure that work accidents are handled in a timely manner to ensure the interests of the company and employees.
6. Personnel information is perfected for personnel information, so that people are in the data, the information is complete and accurate, and personnel changes and resignation are made in time for data changes.
The electronic file and text file supporting specifications, the employee's valid documents, promotion, rewards and punishments, and changes are recorded in a timely and accurate manner on the text file, and regularly checked and classified.
7. Actively promote cultural construction, and draw closer to the distance between the company and employees to carry out various activities, such as tug-of-war competitions, chess competitions, holding tug-of-war competitions between departments, leading by department leaders, enhancing team cohesion and cooperation awareness; holding chess competitions Low cost and strong enforceability, giving full play to the strengths of employees and enhancing employees' self-confidence and superiority;
Let employees actively participate in the construction of the company's various systems, improve the system's enforceability and employee participation, and close the distance between the company and employees.
Second, administrative work
1. The dormitory completes the living facilities, regularly checks the hygiene, promotes the combination of health rewards and punishments, and promotes employees' awareness of hygiene;
Conduct employee life satisfaction surveys to understand the living conditions and mentality of employees;
Regularly check the living facilities of the dormitory to prevent fires and other accidents;
Logistics water and electricity work is timely and efficient, ensuring the lives of employees;
2. The canteen regularly conducts employee satisfaction surveys and urges the canteen to improve the quality of a group of food;
Formulate effective and effective canteen reform programs to improve staff's food;
3. The preservation and preservation work plays an important role in the property and safety of the whole factory. It is necessary to improve the reward and punishment system, reward the meritorious service, and the punishment or dismissal of the work that is not active or negligent.
Standardize the system of entering and leaving the factory. The employees of the company must bring the label to the factory during the rest period, and the factory must be written and released, and the non-company employees must register.
4. Morning meeting system morning meeting can well convey the company's system and information. We must make full use of the morning meeting to timely convey the company's various systems, information, rewards and punishments, personnel changes, and promote corporate culture.
The whole factory staff meeting is held once a month, and the participating departments can be determined according to the company's situation.
Recent work focus:
I. Recruitment According to the number and requirements of personnel in each department, we will develop a recruitment plan and replenish personnel as soon as possible.
Second, security aspects
1. Fire prevention and elimination of fire hazards, the company conducted a major fire inspection, and found that hidden dangers must be dealt with in a timely manner, special area management such as smoking cigarettes, chemical areas, etc., from time to time inspection.
2. Anti-theft to ensure the safety of the company's property, the security team should increase its efforts and strengthen anti-theft measures. In the evening, keep an patrol from time to time to keep abreast of the company's abnormal situation.
3. Discipline: Formulate relevant disciplinary regulations and strictly follow the system. If you are not working, you must wear a work permit and work clothes. You must show the label when you enter or leave. Strictly follow the company's employee code to implement the factory regulations, office staff should take the lead in reuse.
Fourth, regular 5s inspection,
1.5s is regularly checked and combined with rewards and penalties, and fines are used as employee activity funds. The relevant rewards and punishments are based on the 5s management system.
2. Office management personnel can conduct 5s training again to improve their understanding of 5s.