2019 Administration Department Work Plan

The focus of the 2019 work of the Ministry of Administration will focus on three aspects: personnel, quality inspection and corporate culture construction:

personnel

First, increase recruitment efforts and update and reserve human resources.

The department will carry out personnel recruitment work through various channels without interruption. At present, there are two types of recruitment methods for the hotel, such as job fairs on Tuesdays, Thursdays and Fridays, and internal staff recommendations.

Second, do a good job of optimizing the phased personnel structure.

In order to achieve the optimal allocation of human resources and further reduce the cost of human resources, the department will implement phased fixed, fixed and fixed staff.

Third, increase training efforts.

The department will adhere to the training, with the purpose, planning, assessment, implementation and implementation of the principles of training;

Do a good job in pre-employment training for new employees;

According to the actual situation of hotel operation, a targeted training plan will be formulated, which will be divided into weekly training plan and monthly training plan;

Implement the end of the month assessment, and check the training effect by means of spot checks in actual work;

The employee's assessment results are included in the file, which serves as the basis for the evaluation of outstanding employees.

Fourth, constantly improve the welfare of employees and do a good job in logistics support.

Insist on holding a meaningful group event every month;

Continue to plan the birthday party of the employee;

Do a good job in the management of staff quarters;

Care about the work and life of employees, and hold monthly employee seminars.

Quality inspection

First, the quality of health and the improvement of service quality have always been unswervingly the focus of quality inspection.

Strictly follow the health and service quality inspection standards to carry out quality inspection work, and adhere to walking management;

In strict accordance with work processes and standards, employees are constantly improving their health quality and service levels in actual work.

Second, the award is good and bad.

Strictly follow the reward and punishment system, so that the rewards and punishments are clear and well-founded, and the results of the rewards and punishments will be announced at the end of the month.

Construction of Enterprise Culture

First, continue to improve on the basis of the original corporate culture.

Second, continue to enrich the corporate culture ppt content, strengthen training efforts to make each employee familiar with the corporate culture.

Third, practice corporate culture in practical work, so that corporate culture is deeply rooted in the hearts of the people.

other aspects

1. Do a good job in the management of various files and employee files;

Second, do a good job in the management of office items;

Third, cooperate with various departments to do daily reception work.

Related to the content of the work plan of the Ministry of Administration in 2019:
2019 Annual Human Resources Project Human Resources Department Annual Work Plan 2019 Logistics Work Highlights 2019 Corporate Administrative Work Plan Personnel Division Work Summary and New Semester Work Plan Kindergarten Logistics Work Plan General Affairs Logistics Work Plan 2019 Guarantee Work Plan [return ]
1. Collect relevant information

It mainly collects external and internal information. External information mainly includes: giant economic development trends, development prospects of the industry, dynamics of major competitors, development trends of related science and technology, changes in the labor market, government laws and policies, trends in population development, trends in social development, The evolution of cultural customs and so on. Internal information mainly includes: corporate development plans, changes in corporate know-how, changes in corporate leadership, changes in human resource costs, changes in production lines, changes in sales channels, and changes in financing capabilities.

2. Forecasting human resource demand and supply

According to the collected information, using certain methods, it is possible to correctly predict the demand and supply of human resources in the coming year. If the supply is greater than the demand, it is necessary to consider allocating a part of human resources; if the demand is greater than the supply, it is necessary to consider introducing some human resources. Of course, training employees, changing plans, and adjusting pay are also tools that can be used.

3. Preparing a human resources plan

A complete annual HR plan should include at least the following aspects: the goals achieved by the program, the current situation analysis, future situation forecasts, project considerations, project planners, and the time the project was developed.

In addition, the preparation of the annual human resources plan must be accompanied by an action plan. The action plan is an important aspect of the annual human resources plan. Without this piece, the company's annual human resources plan is incomplete.

The human resources management action plan generally consists of the project name and project details. The project rules mainly include the following contents: project leader, project participants, implementation time, project inspector, inspection time, project budget, etc. There are several items that should have a number of project rules.

Of course, the key to implementing the annual human resources plan is implementation. However, whether a scientific and practical annual human resource plan is in place is a prerequisite for implementation.

Establish annual performance standards for human resources management

The effective establishment of the annual performance standards for human resources is a prerequisite for the scientific formulation of the annual human resources plan. Whether the performance standards are reasonable is the most important part of deciding whether to complete the performance indicators. The annual performance goal of human resources management should be decomposed vertically from the company's strategic objectives, rather than the arbitrary designation of superiors or departmental leaders.

When the enterprise proposes the human resources performance target for the next year, it must clearly define the work of the relevant personnel so that they understand what to do and to what extent; let employees understand the expectations of the human resources management through the step-by-step decomposition. The responsible person should follow the whole process, check the completion of the target and existing problems, review, feedback and adjust the target from time to time, and make a reasonable assessment result; establish a performance file to record the performance of the relevant personnel. , timely feedback performance, continuous adjustments to better achieve performance goals, to ensure that managers' performance evaluation is based on facts rather than subjective judgments, to ensure the fairness of performance evaluation; ultimately linking performance results and incentives .

The annual performance indicators of human resources management generally include: personnel expense rate, per capita cost, per capita output, per capita output value, per capita benefit, recruitment expense rate, per capita training fee, internal turnover rate, and outward turnover rate.
Table 3-2 XX Human Resources Management Performance Standards

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