Human Resources Management Work Plan for 2019

First, performance management

“Without assessment, it means no management!” Implementing the company's strategic development intentions, as the company's “Performance Assessment Year” in 2019, performance management will become the most important human resource management work.

1. Assist in the formation of performance appraisal standards for all departments and positions

2. Make performance interviews part of the company's communication mechanism

The formal performance interview is the first quarter. After the performance interview, the corresponding excellent promotion and insufficient performance improvement should be done.

Second, training exchange

The Human Resources Department advocates 2019 as the company's "Performance Assessment Year", and performance management theory and practice will become the focus of management exchanges. In the first quarter, the Human Resources Department focused on organizing performance management training within the company, assisting each department in implementing the performance management work according to the standardized process, and the human resources department was involved in different stages of performance management, and discussed the actual operation with the heads of various departments. Problems, targeted communication and training.

Led by the Human Resources Department, company management personnel are involved. Every two weeks, combined with performance management theory, the specific issues in the company are discussed in depth.

Third, the salary system

In accordance with the salary structure of “post + skill + performance”, the existing salary system will be improved, and the necessary adjustments will be made to the existing system by the end of 2019.

Fourth, employee communication

1. The employee satisfaction survey was conducted once within the company for half a year.

2. Auxiliary functional departments will implement the internal communication mechanism of the company.

Within 11 years, the Human Resources Department communicated with each of the company's colleagues at least once. All communication forms a written record, and the questions in the record are attached to the relevant competent authorities at all levels. Let communication form a mechanism, new colleagues to join, change and resign as a key communication point, birthday, contract renewal as an auxiliary communication point.

Fifth, create an atmosphere

1. Welcome new colleagues to join;

2. Spiritual revelation;

3. A relaxing moment and a pleasant weekend;

4. Birthday wishes

5. Middle and high-level management exchange meeting

6. Subordinate training

Through training exchanges and daily integrated management activities, the recruitment and employee relations specialists can independently conduct new colleagues' on-the-job training and recruitment interviews for half a year.

Seven, management system

The company's management system was further improved in the employee handbook. In January 2019, the company's management system was adjusted. In June, the employee handbook 2.0 was formed.

Eight, work analysis

An average weekly work analysis is submitted to determine the role of the Integrated Management Department for each department's services and for senior leadership assistance.

Nine, refine corporate culture

Form a corporate culture brochure.

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