Human Resources Department Annual Work Plan

In order to fully implement the company's annual sales target and achieve the XX annual sales target, and strengthen the planning of the company's human resources work, the Human Resources Department has formulated the annual work target of human resources based on the current overall development plan of the company based on the current work of the company. It is now reported to the general manager of the company for review, please review it. The Human Resources Department plans to carry out the annual work of XX in the following aspects:

I. The improvement of the company's organizational structure in 2007

The organization structure determines the development direction of the company. In view of this, the human resources department should first complete the improvement of the company's organizational structure. 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, there is no gap or overlap, and strive to achieve the scientific application of the organizational structure, to ensure that the company's operations in the existing organizational structure is running well, management standards, and continuous development.

Specific implementation plan:

1. Complete the rationality investigation of the company's organizational structure and position preparation before March 15, XX;

2. Complete the draft design of the company's organizational structure before March 20 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 March 31. The department's cooperation structure determines the job description and work flow of the department. The Human Resources Department is responsible for organizing the archives.

,Precautions:

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 company's organizational structure is the basis of the company's operations, but also the basis for departmental preparation and staffing.

Matters and departments that need to support and cooperate 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 human resources 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 company's leaders.

Second, the analysis of the work of each position

Position analysis is one of the basis for the company to set up posts, to compile and adjust the organizational structure, and to determine the salary of each position. Through the position analysis, you can understand the qualifications and work contents of each position of the company, so that the work of each department of the company can be distributed. Work connection and workflow design are more precise. It also helps the company to understand the comprehensive work elements of each department and position, adjust the company and department organization structure in a timely manner, and expand and shrink. It is also possible to comprehensively consider the workload, contribution value, and degree of responsibility of each position through job analysis, so as to provide a good foundation for the formulation of a scientific and reasonable compensation system. Detailed job analysis also provides a basis for HR configuration, recruitment, and directional training for employees across all departments.

Specific implementation plan:

1. Complete the company's job analysis program by the end of March XX, determine the job investigation project and survey methods, such as the main work content, work behavior and responsibilities of each position, the forms, tools, machines, and performance evaluation of each work content. Standards, work environment and time, all positions require all the personnel responsible for this position, and currently assume the salary status of the staff in this position. The Human Resources Department guarantees that the plan is as detailed as possible and the form design is reasonable and effective.

2. In April XX, the basic information collection of job analysis was completed. At the beginning of April, the Human Resources Department will send the job information questionnaire to each staff member of each department; the summary work will be completed by April 15th. Complete the draft analysis of the company's positions before April 30th.

3. Before April 30, XX, the Human Resources Department submitted detailed analysis information of each position of the company to the company. The department submitted the revised opinions to the managers of each department. After the completion of the revision, the summary report was submitted for review and review, which was the basis of the company's human resources strategic planning. data.

, implementation goals and precautions:

1. Position analysis As the basic work of strategic human resource management, we must strive to be informative and accurate in the information gathering process. Therefore, the human resources department should pay attention to the employee's thoughts when carrying out this work, and strive for the cooperation of all departments and each employee to achieve the desired results.

2. The post analysis data must be sorted by department and profession to be inquired at work.

3. The analysis of job information that has not been obtained from the job information survey is written by the Human Resources Department in conjunction with the department of the position.

4. After the goal is achieved, it can be applied in the actual work with the company's organizational structure to reduce the repetitive work in the human resources work. This goal requires the cooperation of all departments of the company, and the human resources department pays attention to the coordination and communication between the departments. jobs.

Matters and departments that need to support and cooperate in the implementation of the target:

1. The investigation and collection of job information requires all departments and positions to cooperate with the relevant forms;

2. After the completion of the post analysis draft, the company's department managers are required to assist in the revision of the position analysis data of the department. After completion, the company leaders should be reviewed and approved.

Third, human resources recruitment and configuration

In XX, the human resources department needs to complete the HR recruitment allocation goal, which is based on the company's daily recruitment and configuration work, based on the company's specific work after adjusting the organizational structure and improving the responsibilities and positions of each department. Therefore, as an important part of daily work and work in specific situations. The Human Resources Department will complete this work in strict accordance with the needs of the company and the requirements of various departments.
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1. Recruitment methods adopted by the project: focusing on online recruitment, taking into account the scene, newspapers, headhunters, recommendations, etc. Among them, online recruitment mainly considers Furong Talent Network, Hunan Talent Network, and Future Carefree Talent Network. Individual special talent recruitment fairs can also be considered; in June and July, consideration should be given to the attendance meetings of college students; newspapers and magazines are mainly based on professional media and targeted media; headhunters and acquaintances are recommended according to specific needs and circumstances.

2. According to the actual situation, the Human Resources Department will participate in various job fairs from time to time. Newspapers and periodicals are not scheduled for specific time. Headhunters and acquaintances are recommended not to be included in the schedule.

3. In order to standardize the recruitment and configuration of human resources, the Human Resources Department drafted and completed the “Human Resources Management System” before April 31. The company leaders are required to issue and issue various departments.

4. Recruitment expenses for the project: 5,000 yuan.

, implementation goals and precautions:

1. Prepare before recruitment: communicate with the employer department to understand specific needs; familiarity with the recruitment of recruitment advertisements; company promotional materials; some necessary stationery; recruitment forms. The image of recruiters.

2. Arrange the interview should pay attention to: the selection of the interview method; the selection of the interviewer; the preparation of the interview question; the filling of the interview form; the image of the interviewer; the feedback of the interview results;

Matters and departments that need to support and cooperate in the implementation of the target:

1. All departments should report the manpower demand forecast of the department in XX year to the human resources department in the XX year target, so that the human resources department can arrange the recruitment time reasonably.

2. Prepare for logistics support.

According to the company's current situation and future development trend, the current salary management system will likely restrict the company's talent team construction, which will have a certain impact on the company's long-term development. Since the company's long-term employee salary is determined by the company's senior management, the human resources department will lack the basis for employee salary management, so it will cause certain difficulties for the introduction of talents, and some employees think that the amount of salary is the feeling and affinity of the company's senior management. Rather than basing on its own work ability, the Human Resources Department cannot give employees reasonable and reasonable explanations; the current initial salary and adjustment of employee salaries are not convincing basis, the salary structure is simple, as long as the boss feels good, the salary can be adjusted, and it is easy to form. It is not an incorrect idea of ​​paying for work but paying wages to superiors.

The Human Resources Department regards the company's compensation management as one of the important goals of the company and the company's XX year. Based on the principle of “emphasizing fairness and competitiveness to the outside world”, the Human Resources Department will complete the company's salary design and compensation management in May XX.

Specific implementation plan:

1. Before the end of March of XX, the Human Resources Department completed the analysis of the company's current salary status, and submitted the company's salary design draft based on the company's organizational structure and analysis of each position. That is, the company's employee salary level, salary structure, salary adjustment standards and other programs.

2. Before the end of April XX, the Human Resources Department submitted the “Salary Rating Scale” based on the preliminary analysis of the positions that have been initially completed, combined with the salary status of the same industry in the region and the salary status of the existing positions of the company, and submitted to the manager of each department for review and revision. , submitted to the company for approval;

3. In May XX, the company's compensation management system was completed and submitted to the board of directors for approval.

, implementation goals and precautions:

1. The establishment of the salary system and management system should be based on the ability to motivate employees and retain talents. It is necessary to fully embody the principle of fairness in paying for work and paying for contributions. So the preliminary work should be solid. To determine the position salary, it is necessary to evaluate the position; to determine the skill salary, it is necessary to evaluate the individual qualification; to determine the performance salary, it is necessary to evaluate the performance of the company, determine the overall salary level of the company, and also need the salary level and company profit of the industry in the region. The situation and ability to pay are evaluated. Each assessment requires a set of procedures and methods, so the design of the compensation system and the development of the compensation management system are a systematic project. To complete this work, we must correct our attitude and ensure that the scientific and rationality of the system can withstand scrutiny and testing.

2. The purpose of establishing a salary management system is to standardize management and improve morale. Therefore, in the course of operation, the Human Resources Department will consider case handling of individual exceptions and comprehensively consider the overall impact so as to avoid affecting overall morale due to individual cases. For example, individual positions require high salaries to hire foreign special talents, which are generally handled on an annual salary basis. In order to ensure that all employees are not affected by individual exceptions, 50% of the annual salary of special personnel can be administered to the compensation management system in the form of monthly salary, and another 50% will consider the payment method separately. This will help to moderately and effectively supervise the work of high-paying staff and also have a psychological balance with other employees.

Matters and departments that need to support and cooperate in the implementation of the target:

The finalization of the "remuneration scale" and the company's "remuneration management system" and the salary of existing employees must be confirmed by the company before it can take effect.

V. Employee benefits and incentives

The employee welfare policy is one of the tasks to enhance corporate cohesion with compensation management. Different from the remuneration policy, remuneration is only reflected in the short-term response to the human resources market competition situation and the relationship between supply and demand of talents. Therefore, under the influence of various factors, remuneration is constantly changing in dynamics. The employee's welfare is the long-term commitment of the company to employees, and it is also a necessary condition for the company to be more attractive.

Employee incentives are an extension and complement to welfare policies, and welfare policies are in fact only part of employee incentives. The material incentives are implemented into specific policies that become employee benefits, while employee incentives cover both material and spiritual incentives. Doing a good job in employee motivation helps to fundamentally solve the problems of employee enthusiasm, initiative, stability, centripetal force, cohesiveness, loyalty to the company, and sense of honor. In the year-round work of XX, the Human Resources Department must consistently do employee incentives to ensure that the company's internal morale is high and the working atmosphere is good.
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