2019 Human Resources Work Plan

The new year has arrived. In 2019, human resources work has a long way to go. I will take the human resources management work to the next level with a fuller spirit, solid style and standardized management. The 2019 plan is now as follows:

First, the work plan:

1. Completing the work analysis of each position of the company's various departments, providing a scientific basis for assessing salary and performance appraisal;

2. Completing the daily recruitment of human resources and considering the rationalization of manpower allocation in each department;

3. Implement salary management, improve the salary structure of employees, and implement a scientific and fair salary system;

4. Fully consider employee benefits, do a good job of employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate the ownership and dedication of employees, and enhance the cohesiveness among employees.

5. On the basis of the existing performance appraisal system, 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

6. Vigorously strengthen the training of staff's post knowledge, skills and quality, and increase the intensity of internal talent development.

7. Promote company culture and infect others with excellent culture;

8. 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.

9. 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.

10. Complete temporary work for leadership arrangements.

Second, the funding plan:

1, recruitment: 16,200 yuan

a, report recruitment: 2019 is expected to report three large-scale recruitment, each recruitment fee is controlled within 500 yuan, that is, 15,000 yuan;

b. Talent market recruitment: Yuhui Year Card is 1,200 yuan/year;

2, office supplies: 810 yuan

a, 400 portfolios, 0.5 yuan / month, that is, 200 yuan;

b, insert page folder 60 pages of 10, 8 yuan / piece, that is 80 yuan;

c, 4 printing papers, 120 yuan / piece, that is 480 yuan;

d, other consumables: 50 yuan;

3. Transportation fee: 960 yuan

80 yuan / month, 960 yuan / year

· 2019 Administration Department Work Plan · 2019 Middle School Logistics Service Work Plan · 2019 Annual Human Resources Plan · Human Resources Department Annual Work Plan · 2019 Logistics Task Highlights · 2019 Corporate Administrative Work Plan · Personnel Work summary and new semester work plan · Kindergarten logistics work plan
【Back to Logistics Work Plan Column List】
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 Planning Human Resources Department Annual Work Plan Logistics Tasks '> 2019 Logistics Tasks 2019 Corporate Administrative Work Plan Personnel Division Work Summary and New Term Work Plan Logistics Work Plan '> Kindergarten Logistics Plan Logistics Work Plan '>General Logistics Work Plan 2019 Guarantee Work Plan [Return Logistics Work Plan Column List]

First, the guiding ideology:

Guided by Deng Xiaoping Theory, the important thinking of the "Three Represents" and the scientific development concept, serving the education and teaching as the work center, creating a "civilized canteen", "relieving the supermarket" and working for the teachers and students as a goal, in the school committee Under the leadership of the association, under the supervision of the school-level labor union, we will further strengthen team building and system construction around the center and goals, continue to strengthen food safety and health work, do a good job in the study and life service of teachers and students, establish a good logistics management order, and explore The potential of logistics work, mobilize the enthusiasm of logistics work, and create a new situation in logistics work.

Second, the main work:

1. Further strengthen the construction of the logistics team and the system construction.

1Strengthen learning, update concepts, enhance service awareness, organize logistics personnel to conscientiously study, comprehensively implement Deng Xiaoping Theory, the important thinking of the "Three Represents" and the scientific development concept, unify thinking and understanding, strengthen professional ethics education, and enhance the sense of responsibility for doing a good job. In the attitude of the master, I devote myself to logistics , dedication and dedication. Further clarify the purpose of logistics for teaching services, serving the life of teachers and students, adhere to the direction of service education, continue to carry forward the "diligence, pragmatic, efficient, high quality" work style, work hard, care for students, and strive to contribute. A meeting of the staff of the Logistics Service Department is held once a month to summarize the work in the previous section and arrange the work in the latter part of the work to praise the advanced and spur progress.

2 Standardize logistics management to further improve the construction of various systems of the Logistics Service Department, strictly follow the system, and do things right, use the system to manage people.

2. Continue to strengthen food safety and health work.

1 Safety and health work is based on prevention, highlighting key points, implementing responsibilities, and strict management. Strengthen safety and civilized canteens, supermarkets to create activities, carry out targeted safety education, adhere to safety and health education often, safety work once a week, health work monthly inspection.

2 Enhance the safety awareness and self-protection ability of teachers and students, eliminate safety accidents, improve the safety awareness of teachers and students, self-care, self-rescue ability, and ensure the safety of teachers and students.

3, improve canteen, supermarket management, run teachers and students canteen, supermarket

1. Adjust the structure of the canteen staff, improve the operation methods, stimulate the work motivation of the personnel, and improve the work efficiency of the personnel.

2. Establish a safety awareness, attach importance to and strengthen food hygiene, increase vigilance, take safety precautions, clarify responsibilities, do a good job in fire prevention, burglary, and anti-virus, and regularly clean and do cleaning work.

3. Regularly organize canteen employees to learn the basic knowledge and basic requirements related to food hygiene, and conscientiously implement them in accordance with daily work.

4. According to the canteen management system, strengthen the management and supervision of all aspects of the canteen work, and continuously improve the canteen management system and standardize the operating procedures according to the actual situation.

5. Actively improve and add food facilities and facilities in the canteen to ensure that the “hardware” meets the standards.

6. Strengthen inspection and supervision and democratic management, often go to the cafeteria to check service attitude, health situation, quantity and quality of food, and eating discipline. Find problems in time to rectify, praise advanced, criticize and advance.

7, the good food procurement, and actively do the prevention of disease.

8. Create conditions to improve the business skills and professional qualities of the canteen staff.

9. Adhere to the principle of diligence and thrift, save food, save water, save electricity, carefully calculate, reduce costs, and improve the quality of meals.

10. Gradually make the school canteens and supermarkets in place and fine, so that the taste of the school canteens and supermarkets will continue to improve and the quality of services will continue to improve.

Third, work initiatives:

1. Carefully organize the staff of the department to learn the rules and regulations of the school, so that each employee can consciously abide by the system, especially the study of the new employee system, and implement it to the team leader, so that the new employees can quickly integrate into the large team of Dongsheng. Conduct business learning and exchange of ideas every week, strive to improve the business level of employees, and enhance employees' sense of service and safety responsibility.

2. Improve various rules and regulations and continue to implement standardized management and standardization services.

3. Improve management level, improve service quality, and achieve the goal of “management, education and service”.

4. Signing a safety responsibility form, formulating a plan for handling safety accidents, stratifying safety responsibilities, and investigating responsibility.

5. Strengthen supervision, find problems, report in time, and solve them in time.

6. Care about the life and health of employees, and organize employees to participate in physical exercise and other activities.

Fourth, work arrangements:

August:

1. Run a group of food and drinking water for the summer training teachers.

2. Relocate the supermarket and move from the original teaching building to the student canteen.

3. Recruit 16 people in the canteen, supermarket and school.

4. The supermarket purchases goods and goods on shelves.

5. Ordering of student meal cards.

September:

1. Students are charged for card processing.

2. Issue the teacher's September meal card.

3. Print the student's meal status every week and distribute it to the class teacher and the class leader.

4. Hold a working meeting of all executive members and class teachers to emphasize the students' meals.

5, liquidate the canteen accounts and supermarket accounts in September, to achieve the weekly settlement.

6. Issue the September salary for 16 hourly workers.

7. Issue the bonus for the canteen management work in September.

8. Pay for the goods in September.

9. Assist the trade unions, teachers, and the “Mid-Autumn Festival” condolences and gifts.

10. Convene a meeting of logistics staff.

October:

1. The “Eleventh” holiday schedule is on duty.

2. Issue the teacher's meal card for October.

3. Print the student's meal status every week and distribute it to the class teacher and the class leader.

4, liquidate the canteen account and supermarket account in October, to achieve a weekly settlement.

5. Sign the Supply and Marketing Agreement with a supplier.

6. Issue the October salary for 16 hourly workers.

7. Issue the bonus for the canteen management work in October.

8. Pay for the goods in October.

9. Handling Health Certificate and Food Circulation Permit for staff in canteens and supermarkets.

10. Convene a meeting of logistics staff.

11. Assist the trade unions in doing the service of sending old and welcoming new ones.

November:

1. Issue the teacher's November meal card.

2. Print the student's meal status every week and distribute it to the class teacher and the class leader.

3, liquidate the canteen account and supermarket account in November, to achieve the end of the week.

4. Issue the November salary for 16 hourly workers.

5. Issue the bonus for the canteen management work in November.

6. Pay for the goods in November.

7, the canteen and supermarket "business license" replacement.

8. Convene a meeting of logistics staff.

9. Cooperate with the teaching line to do the service work of the school sports meeting.

Many people often ask whether there is a clear clue to human resource management that can link human resources performance compensation, human resource development and human resource incentives. The answer is yes. The annual human resources plan can effectively combine these aspects.

For example, the annual salary plan for an enterprise to prepare for employees is raised from 4,100 yuan last year to 4,500 yuan, which is to raise the employee's benchmark salary by 5 levels. In order to achieve this planning goal, the employee's year-end comprehensive assessment score must be ≥ 56 points; to score ≥ 56 points, employees must ensure that the monthly performance appraisal must be equal to a or a, b, etc. For example, the score corresponding to a is 5 points, the score corresponding to b is 4 points, and the employee must obtain 12 a or the like, or 11 a and 1 b, 10 a, 2, b, etc. A combination of a and 3 b and the like. Next, companies must consider how they can get employees to get performance evaluations such as a and b. According to the relevant instructions in my book "8+1 Performance Quantification Technology", the requirement for achieving a grade must be ≥110 points per month, and the requirement for b, etc. must be monthly assessment score ≥100. Minute. In order to achieve this goal, employees must complete the monthly assessment indicators; in order to complete the monthly assessment indicators, they must do all the daily work in peacetime; And with quality and quantity, you need to strengthen regular and irregular training.

In this way, through step-by-step target incentives, the various modules of human resource management are connected in series and developed in a benign direction. This is an overall clue to what we usually call human resource management.

First, the company's annual plan

The corporate annual plan is a plan for the company to achieve its intended goals in a certain year, that is, to determine what kind of goals the company will achieve within one year. It takes into account the current development of the company and related economic micro factors.

Many workers who have been engaged in human resources have asked me: Can the company's annual plan be combined with the medium and long-term planning of the company? The answer is yes. With the rapid development of the modern business economy, the internal and external environment in which enterprises are located is undergoing tremendous changes. Because there are many uncertain factors, it is difficult for enterprises to plan for a long period of time, but the annual goals. The plan should still be very clear.

The projects of the company's annual target plan are generally as shown in the following table:
Table 3-1 Enterprise Annual Target Projects

Second, the annual human resources plan

Once the company has developed an annual plan, it can begin to develop an annual human resources plan.

Annual Human Resources Planning Steps

There are generally three steps in developing an annual human resources plan: collecting relevant information, forecasting human resource requirements, forecasting human resource supply, and preparing a human resources plan.

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

◎ Case

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.
[Human Resources Department Annual Work Plan] Related Articles:
· 2019 company administrative work plan · Personnel department work summary and new semester work plan · Kindergarten logistics work plan · General affairs logistics work plan · 2019 education work plan · 2019 school logistics work plan · 2019 logistics Work plan and general section plan for the second half of the year
View More>> Logistics Work Plan

2019 is the "standardization service construction year" of the group. The overall development idea is as follows: First, under the correct leadership of the school party committee and administration, with the scientific development concept as the guidance, firmly establish the service tenet of "three services, two education people". Fully implement the construction of standardized service demonstration points, improve the quality of logistics services and management level; Second, further improve the group management model, consolidate the Group's operating base; scientific management, innovative ideas, dare to break through, and promote the Group's industry on the basis of consolidating existing advantageous projects. The development is carried out steadily; the third is to strengthen the construction of the talent team, train key employees, and constantly improve the human resources management system and incentive mechanism; the fourth is to give full play to the role of grassroots party organizations, mobilize and exert the enthusiasm and creativity of the majority of party members and employees, and It runs through the whole process of deepening reform, promoting development and maintaining stability.

On the basis of high standards to complete daily work, the Group will focus on the following aspects:

First, further improvement of ideas and concepts, the overall situation is often unremitting.

In the leaping and unconventional development of Jingda, it is necessary to speed up the development of the logistics group. It is necessary for the logistics party members to be good at integrating the work into the overall situation to think, plan and deploy, and do everything possible to expand the service project to meet the ever-expanding The needs of the service provide a strong driving force for the development of the Group; every effort is made to go out and come in, make full use of the two major resources and two markets outside the school to revitalize the group economy. This is the need for the survival and development of the group, and it is also the inevitable requirement and the only way for the reform of the logistics socialization of colleges and universities.

Second, further strengthen team building and corporate culture, and enhance the Group's core competitiveness.

Continue to do a good job in building cohesiveness, building a harmonious environment and building democratic institutions. In terms of grasping the construction of corporate culture, it is necessary to use the group trade union, the Youth League Committee and the Human Resources Department as the leader to organize multi-level and multi-form cultural education activities through innovative learning and education and training to improve the group's ideological connotation and the overall quality of employees. To improve the core competitiveness of the group.

Third, further implement high standards and strict requirements for services, and create standardized service logistics .

The standardization and standardization of services are always the direction and focus of our efforts. Through several years of hard work, the Group has been standardized by the first three centers and has been promoted to other centers. Based on the standardized service system, the Group has expanded the “demonstration point” of standardized services. In 2019, we will comprehensively roll out the construction of standardized service demonstration points through “point-to-point”, consolidate and improve the quality of logistics support services; standardize our daily services with high standards and strict requirements, so that the satisfaction rate of logistics services will be stable this year. l, the service satisfaction rate of the food service center should reach 73%, and strive to reach 76%; the satisfaction rate of the teaching property service center should reach 81%, and strive to reach 84%; the service satisfaction rate of the business service center and the hydropower service center should reach 81%. %, strive to reach 84%; the service satisfaction rate of the transportation service center and the campus environmental center should reach 85%, and strive to reach 88%; the service satisfaction rate of the academic exchange center should reach 76%, and strive to reach 78%.

Third, further strengthen the open source and reduce the flow, create a conservation-oriented logistics .

The preparatory work for the new academic exchange center funded by the group has been basically completed, and will enter the construction phase of the main project in 2019. This is one of the important tasks of the Group in 2019. The Group will go all out to build a new academic exchange center, and continue to establish the idea of “too tight days” and for new academic exchanges without affecting the daily operation and service of the Group. The center raised funds to ensure the smooth progress of the project. All centers should continue to do a good job in open source and cost reduction and cost accounting, further strengthen energy conservation and reduce consumption, and reduce operating costs. All administrative expenses strive to decline by more than 5% on the basis of the previous year. Insist on spending less, doing more things, doing practical things, doing good things, and developing a good style of "strive for saving, diligent and diligent work", forming a good atmosphere of "everyone loves thrift, everything speaks about saving".

Fourth, further strengthen management and increase the total economic volume of the group.

The Group's work has always been carried out around the center of teaching, research and the service of teachers and students. Therefore, improving the management level of each cadre and the service level of each employee is still the unremitting work of the Group. one. In China's economy is still in the recovery stage, prices are still at a relatively high price, but with the rapid development of our school, the service requirements of teachers and students continue to improve, we must further strengthen the internal management and improve Work efficiency, and then to the management to benefit, and single-mindedly seek the development of the group. In 2019, the group's economic aggregate should increase by 10% on the basis of maintaining the level of 2019, and the economic income will increase by 2%-5%.

V. Further strengthen the implementation of system implementation and promote standardized, efficient and orderly management.

The Group will continue to strengthen the implementation of the system's executive power, implement the economic system that has been initially improved, and continue to focus on the procurement, warehouse management, contracts and fixed assets of each center on the basis of checking the implementation of the financial system in December 2019. The accounting and file management work prompted the centers to “manage the files to be created, the materials to be accounted for”, and strengthen the training of the warehouse management team.

6. Continue to do a good job in two brand activities to continuously improve the image and quality of the group.

After two years of practice, the “Quality Service Month” and “Position Training” have become well-known projects of the Group's services. At present, some projects have initially formed a brand effect among teachers and students. How to refine the series of primary forms of service projects and activities into the Group's inherent and stable image and quality, truly become the Group's service brand, and is widely recognized by the school, which is the focus of the Group's work. Therefore, the "Quality Service Month" and "Position Training" activities in 2019 still focus on brand building. The form and content of the activities still have to break through, and it is necessary to highlight practicality, timeliness and forward-looking.

7. Continue to implement humanized management and create a harmonious logistics .

The managers at all levels of the group should establish a "people-oriented" management philosophy, combine strict management with humanistic care, strengthen the ideological and political education of employees, and help employees solve practical problems within the scope of their ability. Give them more Understanding and caring, further safeguarding the rights and interests of employees, stimulating the enthusiasm of employees, ensuring the stability of the workforce, enhancing cohesiveness, enhancing sense of responsibility, and promoting the development and growth of enterprises.

Xiaobian recommends articles related to the 2019 logistics work points:

A big goal: stability

Three work themes: Expo, stability, reform

Two important tasks: the refinement of corporate culture - unified thinking

Development strategy adjustment - clear direction

Five perfect: for the management of bridge tunnels and bridges

Six breakthroughs: for business management

One goal and three topics:

Stabilizing the World Expo Year: Stabilization as the center, consolidating the company's management foundation and enhancing its comprehensive competitiveness

Everything works under the premise of ensuring two stability;

In the process of mandatory reform, we strive for the above two stability:

The World Expo and the World Expo will be promoted in an orderly and orderly manner.

Based on inheritance and improvement as a means.

Two key tasks:

First, the refinement and promotion of corporate culture - the original superior content is further sublimated, in order to better unify everyone's thinking and understanding of work

Advanced corporate culture is the core competitiveness of the company. The existing corporate culture will be further deepened and expanded in its connotation and extension. The spirit of the "four-Vietnamese" must be carried forward, but it must be down-to-earth and not engage in castles in the air. Refining the corporate culture of internal employees, external society and customers to the company's personal experience, the consensus of the employees and the corporate culture put into action, so that the up and down can be consistent, a total time limit.

Cultivate corporate culture: Six Ways: Know, Mingdao, Enlightenment, Street, Taoism, and Taoism, constantly cultivate, improve, enhance, and practice. Everyone builds corporate culture and builds everyone's corporate culture. Everyone should become a monk in the enlightenment, street, monastic and corporate culture of corporate culture.

1. Through the discussion of corporate culture, to achieve a unified mind, educate employees, purify the environment, cohesive people, image of the outside tree, and stimulate the purpose of radiation.

2. Combine corporate values, corporate spirit, business philosophy, corporate positioning, corporate brand, and improve the specific content that can be accepted by the employees.

3. Refining and giving new content to the bridge and tunnel company culture, and creating a corporate culture of democracy, trust, and humanism. Adhere to the three benefits, advocate the management of people-oriented, work-oriented quality, business-based letter-based, performance-based win-based work atmosphere. At the same time, clarify the following cultural content and publicize it and influence the employees;

1) Learning Culture: Focusing on improving people's ability to learn and practice, creating a learning-oriented enterprise, emphasizing that “systematic thinking and creative thinking are rooted in the flexible use of knowledge and knowledge and the development of potential and wisdom”, focusing on the cultivation of corporate learning atmosphere and The construction of learning ability integrates learning into the management of the enterprise, regards it as a system, finds out the key intellectual assets of the enterprise, manages the combination, and establishes an environment that encourages learning and knowledge exchange. At the same time, strengthen all kinds of stratified comprehensive training for employees and improve the overall quality of employees. Not continuous learning, lifelong learning, mutual learning, and multiple types of learning.

2) Quality culture: Quality is the life of an enterprise. "Quality-oriented", starting from a broad scope, paying attention to the guarantee of work quality, doing everything to pursue perfection and excellence. The object of quality culture influence is “two products” – character and product. The role of quality culture is to influence the quality and impact of products, and to improve product quality by improving people's quality. a) Integrate quality values into the company's business activities and the code of conduct of all employees; b) cultivate and improve employees' quality awareness, professionalism, and develop good professional behaviors and habits; c) create a good internal environment and mobilize employees Enthusiasm, initiative and creativity to fully participate in activities that achieve corporate goals.

3) Safety culture: Establish a large safety concept, in addition to personal safety, production safety, maintenance of construction equipment safety, traffic safety, fire safety, as well as bridge tunnel construction structure safety, anti-terrorism security, comprehensive management. Our safety work is not only implemented within eight hours of work hours, but also extends to the attention of employees' social roles within eight hours, focusing on the survival and safety of employees.

4), innovation culture: management innovation, system innovation and scientific and technological innovation combined, strengthen incentives, tap the creativity of all employees, carry out rationalization proposals activities and total quality management and qc group activities. Constantly enhance the awareness of the problem, improve the awareness, continue to carry out "improved" activities, take technical measures, promote mechanized maintenance operations, enable the company to form a management atmosphere with innovative methods to achieve challenging goals, with new ways of thinking, new ways of working Pursuit of excellence. Innovation is everywhere, and there must be innovation and innovation.

5) Communication culture: Adhere to the principle of “people-oriented” and strengthen communication and communication between employees, especially management and managed communication, and cultivate good interpersonal relationships. Clear communication channels in the form of systems, forming a good atmosphere of "sincere cooperation, consensus, active communication, mutual humility." In addition, the communication mechanism of the relevant parties is operating normally.

6) Cooperative culture: the combat power of the talents. Working together is a fate. Complementing each other and helping each other is a need for work and a need for human beings. Convenient with people and convenient for people. "Based on the letter", treat people with integrity, and be open-minded.

7) Service culture: Focus on customers and serve customers wholeheartedly, from the pursuit of service satisfaction to the creation of a satisfied customer's "trust-based" business concept, take the initiative to solve problems for customers, "by road construction", civilized maintenance, Difficulties are left to yourself, and convenience is given to passers-by customers, pursuing the working realm of “conserving zero defects and serving zero distance”. The internal service focuses on advocating that the upper process is the next process, the superior is the subordinate service, mutual service, and creating satisfactory employees.

I. Summary of the work of this semester

Looking back at the work of the first semester of the 2011-2011 school year, under the leadership of the dean of the dean, the Personnel Department has completed the tasks of this semester with the joint efforts of all staff, and now we briefly summarize the work of our department. as follows:

Personnel Section

hiring:

In combination with the reform of our school and the current situation of the teaching staff, we have formulated the "Development Plan for Talents in the 2011-2011 Academic Year", and published recruitment information through channels such as the future, worry-free, China graduate talent network, and employment networks of various universities; choose Northeast Five School, Shanda, Some key universities such as Shanshi, Shanjian and Haida participated in their campus recruitment fairs or held special recruitment fairs; they chose to participate in the recruitment fairs of Jinan and Qingdao talent markets.

Conscientiously improve the recruitment process. First, collect resumes through various channels, review and screen resumes in a timely manner, and send resumes that meet the requirements to the employer department for review as soon as possible. Second, organize timely trials to minimize the brain drain caused by excessive time; It is to establish a relatively complete recruitment work record. For example, the department collects the total number of resumes, agrees to the number of interviews/interviews, and lists the qualified personnel, and has established more detailed files for inquiry and analysis.

As of 2011-3-4, our hospital received a total of 5,386 resumes, agreed and notified 727 people to speak, 276 people to the school, agreed to hire 79 people, and signed 51 people. The recruitment task has been completed more than half.

New recruits receive work:

In order to complete the talent introduction program of the college this year, and do a good job of receiving new recruits, this semester has mainly completed the report of the introduction of talents from the college; the reception, reassignment, secondary dispatch, settlement of the graduates of colleges and universities, and the introduction of incumbents in the field; The new signing, renewal of the labor contract of the whole hospital, and the preparation and filing of the labor contract of the recruitment form are four aspects of work. As of 2011-12-29, 32 college graduates and college graduates have been completed.

File management work:

In order to ensure the integrity and accuracy of the archives, the Personnel Section has further established a personal electronic file of the faculty and staff while improving the paper archives. At the same time, through many communication with the college network center, the personnel management software development work is basically completed, and the basic information can be used after login.

Other daily work:

Adhere to Monday's regular work meeting and weekly work summary and reporting system, improve the staff's business ability and theory, policy level, clear the division of work, enhance work coordination, improve work efficiency, and receive good results. A training course for summer management cadres was organized and received good results. Completed the establishment of the administrative department and the investigation and appointment of the chief. We will criticize and educate individual disciplinary officers, report criticism and dismiss the contract. In addition, in the aspects of receiving, transferring, severing and resigning management, and coordinating between departments, the teachers of the Personnel Section also did a lot of work and basically completed the work as required.

Seriously completed other tasks assigned by the hospital leadership.

Teacher division

Teacher training work:

This semester's faculty work focuses on teacher training and gradually explores teacher training in line with the actual situation of the college.

1. Conduct key teacher training courses

In the backbone teacher training, explore and try to organize and participate in the backbone teacher quality course training. A total of 16 teachers participated, the teacher feedback was excellent, and the relevant summary was submitted to the college.

2. Organize new teachers to participate in pre-provincial training

The pre-provincial training work for this semester was held from August 22 to August 27. Our school participated in 100 teachers and 89 people obtained the certificate of conformity.

Teacher assessment work, counselor assessment work

In order to do a good job in teacher assessment, this semester has conducted various opinions and suggestions on the implementation of the teacher assessment methods of the actual line. I have learned about the implementation status of the teacher's assessment methods, and the teacher assessment methods have been adjusted and revised according to the actual situation. To better results.

At the same time, the implementation of the revised counselor evaluation system was summarized.

External teachers and in-house teachers also conducted comprehensive reviews.

Teacher qualification and other work. After the review this year, a total of 82 teachers were qualified as university teachers. Successfully completed the registration of other professional qualifications.

Teacher training. The audit and management of teachers' on-the-job training was completed. In the 11 years, 23 faculty members were organized for on-the-job training and received good results.

The teacher's positive and decentralized work and the evaluation of educational talents.

During the semester, 24 professional and technical positions were confirmed. Including teachers, experiments, books and materials, engineering four series. Among them, 16 assistant teachers, 4 assistant teachers, 5 assistant workers, and 1 assistant

During the semester, the mid-level professional title recognition work of professional and technical positions was carried out in due course, and a total of 26 persons were confirmed, all of whom were lecturers.

334 people completed the annual assessment of the previous semester

Title review work. On January 4th, 2010, our institute held the 11th annual title review work meeting. A total of 46 people participated in the title review and passed 37 people. This work is being filed.

Outreach work. Completed foreign affairs such as entry and exit management and expert certificate for 3 Taiwanese teachers and 6 foreign teachers.

Complete other tasks assigned by the leadership.

Payroll

Completed the work of collecting and verifying the attendance of all departments and related materials to issue the salary of the faculty and staff of the whole hospital;

Completed the issuance of class hours for full-time and part-time teachers.

2019 Human Resources Work Plan

recommended article

popular articles