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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Recruitment and configuration of human resources, according to the established organizational structure and analysis of the work of each department, recruit talents to meet the company's operational needs, save labor costs as much as possible, make the best possible talents, and ensure the efficient operation of the organization, the human resources department will The necessary manpower requirements of each department are analyzed and controlled.

Specific implementation plan:

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.

Fourth, salary management

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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Specific implementation plan:

1. Plan to set up welfare programs: employees' food subsidies, full attendance awards, holiday subsidies, social insurance, housing provident fund, employee birthday birthday party, wedding gift money, year-end gift money, etc.

2. Incentives for the formulation of plans: quarterly excellent staff selection and recognition, annual outstanding staff selection and commendation, internal promotion and salary adjustment system establishment, staff rationalization proposal award, annual team spirit award for the department, and establishment of internal competition mechanism.

3. Complete the formulation of welfare programs and incentive policies before March 31 of XX, and report them to the company for approval. After the adoption, organize and publicize.

4. Since April, the Human Resources Department will implement it in strict accordance with the established goals, policies and systems. This work is continuous work. An employee satisfaction survey is conducted within one quarter of the run. The company responded to the company through survey information, and adjusted and improved the company's welfare policy and incentive system based on the survey results and the company's leadership response.

, implementation goals and precautions:

Employee benefits and incentives complement each other. The seriousness of work directly affects employee morale, talent turnover, corporate cohesion and attractiveness, the company's overall talent level, business efficiency and long-term development direction of the company. The human resources department should stand on the standpoint of the company's long-term interests and do a good job in employee welfare and incentive work.

Matters and departments that need to be supported and coordinated in the implementation of the target:

1. Since each welfare and incentive policy needs to be provided by the company to provide the corresponding material resources, the incentive programs for specific benefits require the company's final ruling. The Human Resources Department has the proposed rights and obligations and logistical support for this work;

2. The manager and supervisor of each department also shoulder the incentive responsibility of the employees of the department and the undergraduate department. In daily work, the care and spiritual motivation of employees must be done together.

Sixth, the improvement and operation of the performance evaluation system

Target management and performance appraisal are listed as one of the important tasks of the year. The purpose is to improve the performance appraisal system, achieve the effect of performance appraisal, and achieve the fundamental purpose of performance appraisal. The assessment is not to punish unfinished work indicators and employees who are not responsible for their duties, but to effectively motivate employees to continuously improve their working methods and work quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, and cultivate the planning and work of employees. Responsible, timely find the deficiencies in the work and adjust and improve, thus promoting the development of the enterprise. In XX, the Human Resources Department began to improve the company's performance evaluation system and consistently implement and operate it.

Specific implementation plan:

1. Completion of the "Company Performance Appraisal System" and supporting programs before April 30 of XX, and submit it to the general manager's office for review and approval;

2. Beginning in May of XX, according to the revised performance appraisal system, the company's middle and above leaders will be assessed;

3. After one month of trial operation, if it meets the needs of development, starting from June of XX, the performance appraisal system after revision and improvement will be comprehensive and all employees will perform performance appraisal; the appraisal implementation process is a continuous work throughout the year. The standard for the Human Resources Department to accomplish this goal is to ensure a scientific, reasonable, fair and effective performance evaluation system.

, implementation goals and precautions:

1. Performance appraisal involves the vital interests of all staff in various departments. Therefore, on the basis of ensuring the link between performance appraisal and compensation system, the ministry should do a good job in publicizing and dispelling the fundamental significance of performance appraisal. Guide the employees from a positive attitude to the performance appraisal with a positive attitude, in order to achieve the purpose of improving work and correcting targets through performance appraisal.

2. Performance evaluation system As a new thing in human resource development, some unexpected difficulties and problems will inevitably occur during the operation process. The human resources department will pay attention to listening to the opinions and suggestions of all levels of personnel in the operation process, and adjust it in time. And improve working methods.

3. The performance appraisal work itself is a communication work and a process of continuous improvement. The human resources department will pay attention to the vertical and horizontal communication during the operation process to ensure the smooth performance of the performance appraisal work.

Matters and departments that need to support and cooperate with the implementation goals:

1. The various performance appraisal systems, plans, forms and other texts formulated must be reviewed jointly by the various departments of the company;

2. The company needs to set up a performance appraisal implementation committee to be responsible for the implementation and implementation of the performance appraisal work. As the specific contractor, the Human Resources Department will assume the responsibility of drafting the plan, developing the method, coordinating the organization and record verification, summarizing the statistics and linking with the compensation.

VII. Staff training and development

Employee training and development is one of the tasks that must be carried out in the long-term development strategy, and one of the ways to cultivate employee loyalty and cohesion. Through the training and development of employees, the work skills, knowledge level, work efficiency and work quality of employees will be further strengthened, thereby comprehensively improving the overall talent structure of the company and enhancing the overall competitiveness of the company. The investment in employee training and development is not a free investment, but a long-term investment with considerable returns. The Human Resources Department's XX Annual Plan has a planned and targeted approach to employee training and development, making the company a step ahead in talent development.

Specific implementation plan:

1. According to the overall needs of the company and the training needs of each department in XX years, prepare the annual employee training plan for XX.

2, can be used in the form of training: external lecturers to the enterprise to teach; send out the need for training personnel to learn outside; select a group of internal lecturers for internal management and work skills training; purchase advanced management science vcd, software package, books and other information within the organization Training; rotation training; new training with old people; self-training for employees.

3. Project training content: According to the needs of various departments and the development needs of the company. The main focus should be on the following aspects: marketing management, quality management, human resource management, production management, financial management, product expertise, procurement and negotiation, spiritual incentives, new employee company corporate culture and institutional training.

4. Training schedule: The external lecturer will teach to the company and the internal lecturer will arrange the training according to the progress of the company's production and marketing. The expatriates go out to participate in the study according to the business needs and the work plan of the department; the internal vcd teaching or reading club should not be lower than one time in principle.

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5. The recruitment of all training instructors and the development of training courses are all undertaken by the Human Resources Department.

6. For the details of the training work, the Human Resources Department completed the formulation of the “Company Training System” before April 30, XX. After being reported to the general manager for approval, all departments will be issued for publicity. Employee training in XX year will be strictly implemented according to the system

7. Training costs:

, target implementation considerations:

1. The Human Resources Department usually pays attention to the research and development of training topics, collects lecturer information and training course materials from consultants and training companies in a timely manner, and combines company needs with departmental needs, and occasionally recommends relevant training topics to relevant departments.

2, training can not be formalized, to have training, assessment, and improvement. After the return of the expatriate trainers, training summary and content communication must be carried out, and relevant information should be submitted to the Human Resources Department. The Human Resources Department should pay attention to the post-training evaluation organization and work performance observation. The results are stored in the employee's personal training file as one of the basis for employee performance appraisal, promotion and salary adjustment, and dismissal.

3. When arranging training, the Human Resources Department should consider coordination with work, avoid conflicts between busy work and training time, and secondly consider the relationship between key training and general improvement, comprehensive consideration, and comprehensively improve the company's interests and needs. The quality of the workforce.

Matters and departments that need to support and cooperate with the implementation goals:

1. All departments should report the training needs of the department to the Human Resources Department when preparing the XX annual work targets in the comprehensive department work and staff quality;

2. In view of the different technical and technical nature of each department, the Ministry of Human Resources recommends that all departments should select an internal training instructor.

8. Personnel mobility and labor relations

Coordinating and handling the relationship between employers and employees and rationally controlling the turnover ratio of enterprise personnel is one of the basic tasks of the human resources department. This work will be used as one of the projects to assess whether the work of the department has reached the quality of work standards. Annual goal of personnel flow control: The annual flow of formal employees is controlled within 10%, and the guarantee is not more than 15%;

The goal of coordination of labor-management relations: to improve the company's contract system, in addition to the "Labor Contract", with the relevant departments of some positions staff signed a "confidential contract", "training contract", etc., familiar with labor regulations, as far as possible to avoid labor relations disputes . There is no big complaint and regret for every employee who leaves the company. Establish a good image of the company.

Specific implementation plan:

1. Complete the revision, drafting and improvement of the Labor Contract, the Confidentiality Contract and the Training Contract before March 31 of XX.

2. In the year of XX, every employee is guaranteed to sign the above contract and strictly follow the contract.

3, in order to effectively control the flow of personnel, only the first strict use of personnel. The Human Resources Department will further standardize the recruitment of personnel in XX. Strictly review the qualifications of pre-employed personnel, not only to assess the individual's ability to work, but also to comprehensively examine loyalty, integrity, and conduct. Keep abreast of the ideological dynamics of employees, do a good job in employee thinking, and effectively prevent the abnormal flow of employees.

Things to be aware of when implementing goals:

1. The handling of labor relations is a relatively sensitive job. It involves both the overall interests of the company and the vital interests of each employee. Both employers and employees are complementary to each other. They have both common interests and gaps in mutual needs. They are a unified cooperative relationship in contradictions. The human resources department must proceed from the fundamental interests of the company and strive for reasonable and legitimate rights and interests for employees. Only by standing on an objective and fair stand can we coordinate the relationship between employers and employees. Avoid employee dissatisfaction caused by too much consideration of the interests of the company, and can not damage the company's interests due to the requirements of relocating employees.

2. The control of the turnover rate of personnel should be reasonable. Too low turnover rate is not conducive to the adjustment and improvement of the company's talent structure. It is not conducive to the company's increase of fresh blood and new talents with different knowledge, work experience and social awareness of the company's existing talents. It is easy to form a conservative corporate culture. It is not conducive to the company's change and development; but the high turnover rate is likely to cause instability, the employee loyalty, familiarity with the work is not high, resulting in low work efficiency, the inheritance of corporate culture can not continue smoothly. In the daily work, the Human Resources Department should always pay attention to the dynamics of employees' thinking, understand the reasons for the true resignation of each resigned employee, analyze it from the inside, find out the countermeasures, and ensure that employees are not moving abnormally.

Implementation goals need support and coordination and matters and departments:

1. To improve the contract system, the company's legal counsel is required to assist;

2. Control the turnover rate of the staff, and the leaders of all departments must cooperate with the staff's ideological work and dynamic feedback.

Nine, the department's own construction

The human resources department's annual self-building goal for XX is to improve the organizational functions of the department; to improve professional skills and professional quality; to improve the quality requirements of the department; to successfully complete the annual goals of the department and the tasks assigned by the company.

Specific implementation plan:

1. Improve departmental functions: The human resources department must meet all the objectives in XX, and must define the functions and responsibilities of the department. The main tasks of basic personnel management include: recruitment, separation, personnel files, attendance, salary, contract, welfare, incentives, assessment, etc.; the main contents of the training work include: training plan development, training project development, training personnel selection, training lecturer hire , training specific organization, training summary and assessment, etc., and responsible for the company's overall human resources strategic planning, the company's human resources development and the coordination of various human resources work, planning, arrangement, organization

2. Establish a detailed company human resources file. The creation of this file should be kept in good working condition. Through the archives, the company's human resources status can be reflected at any time, including the level of education, service years, salary levels, performance, training, rewards and punishments, and development direction. And establish personnel files for all personnel in the foreign offices to prepare for the needs. This work should be completed before the second quarter of XX and will be updated at any time.

3. Implement the department's target responsibility assessment system. In the year of XX, the Human Resources Department will decompose the annual target of the department into each month, and complete the deadline for completion of each work, complete the quality requirements, and assess the standards. We will also follow up on the implementation and feedback of each work, adjust the work objectives in a timely manner, and continuously improve the working methods to ensure the completion of the annual goals.
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, implementation goals and precautions:

1. The self-construction of the department is related to the success or failure of the company's human resources work. The success of the work is also related to the long-term development direction and stamina of the company. Therefore, we must focus on the future development, and try our best to make the work of this department ahead of the company's development. Only by fully advancing, establishing a sense of crisis, and making a detailed work, can we prepare to meet the strategic needs of the company's human resources work in the future.

2. The staffing of the Human Resources Department should consider the development stage of the company and the workload of the department. The XX year is temporarily handled by the person. A part-time housekeeper is required to assist in the work.

3. The business training of the department may consider going abroad to participate in the human resources management training course.

Matters and departments that need to support and cooperate with the implementation goals:

The collation of human resources files requires the cooperation of various departments and foreign offices.

Ten, other work

The work of the Human Resources Department involves all levels of the department and the company, and there are many unforeseen tasks in the daily work. It is also a more important part of the department's work. Including: the establishment of internal communication mechanisms; the shaping and publicity of corporate culture; office management and other three parts.

Establish an internal communication mechanism to promote understanding and cooperation between the company's departments, between the upper and lower levels, between employers and employees, establish a healthy and harmonious internal relationship, avoid interpersonal relationships caused by communication barriers, low work coordination, lack of mutual trust, etc. Bad tendency; the shaping and publicity of corporate culture: the formation of corporate culture is a process of continuous accumulation, continuous inheritance, and continuous development. In a company with a good corporate culture, the centripetal force and cohesiveness of employees will continue to increase, and the team spirit of the enterprise And the spirit of hard work is also very obvious. The management of the office is both a daily task and one of the difficulties in the work of the Human Resources Department. In XX, the Ministry of Human Resources has carried out targeted enhancements to these three tasks.

Specific implementation plan:

1. Establish an internal communication mechanism.

1 The Human Resources Department strengthened the intensity of employee interviews in XX. Employee interviews are mainly carried out in terms of employee promotion, transfer, separation, study, salary adjustment, performance appraisal or other opportunities for public volatility due to public and private reasons. In normal times, it is also possible to conduct targeted interviews with employees. The target standard is: no less than 5 person-times per month, and a transcript of each interview. The information on the interview should be promptly feedback with the department manager or general manager of the employee when necessary, so as to be targeted according to the employee's ideological situation. Do a good job.

2 Set up a general manager mailbox. Before March 31, the general manager's mailbox will be set up in the company's office, and the security and confidentiality of this mailbox will be guaranteed. Employees will be trusted to ensure that this mailbox has no right to open other than the general manager. Employees can provide personal opinions and suggestions on all aspects of the company's construction and every aspect of the company's work. The general manager opens the box once a week, collects the employee's letter, does not make special requirements for the employee's letter of the delivery mailbox, advocates signature but does not object to anonymity. When the general manager submits the questions and opinions to the human resources department according to the employees, it is timely and timely.

3 Establish a democratic review mechanism. The Human Resources Department plans to conduct a democratic review of the company's department managers in XX. In principle, it is planned to be used once every six months. Comprehensive evaluation of the department manager's work style, work ability, work efficiency, work performance, exemplary role, employee trust, etc. in terms of morality, intelligence, energy and diligence. The evaluation result is one of the reference basis for the performance evaluation of the department manager of the year. By appraising a supervisory mechanism for department managers, it is also possible to avoid the subjectivity of the company's evaluation of department managers.

4 Specifications use work contact sheets. The company has always had a "work contact list", but it has a lot of randomness in the specific use, and most of them do not even use the work contact list at all. In the long run, the information transmission between departments is often verbally conveyed, which is easy to cause negligence and unclear responsibility due to the forgetting of one party, which leads to personal misunderstandings and contradictions, which is not conducive to the development of work. The Human Resources Department completed the specification of the use of work contact orders by January 31 of XX.

5 Improvement of other communication mechanisms. The human resources department will continue to maintain and improve, such as employee satisfaction surveys and department manager meetings.

2. Corporate culture shaping and publicity.

The Human Resources Department has an unshirkable obligation and responsibility for the company's corporate culture. In XX, the Human Resources Department made every effort to create a unique corporate culture. 1 Prepare the “Employee Handbook”, integrate the corporate philosophy, enterprise spirit, brief history of enterprise development, corporate purpose, corporate goals and objectives into the “Employee Handbook”, and complete the work in the third quarter, delivering printing guarantees for each person. A staff member. 2 The plan is to formulate the "Automatic Resignation", which summarizes the provisions that seriously violate the company's rules and regulations or causes major losses to the company, and strives to complete it in the first quarter. 3 Strengthen the propaganda of excellent employees, good deeds and good deeds, and promote integrity. 4 For all new employees, before the formal work, not only do personnel training and work training, but also do a good job in corporate culture training. Let every Matsui person love Matsui and let every non-Mataijing person yearn for Matsui.

3. Office management.

At present, the management of the office belongs to cross-management, but due to the unclear line of responsibility, there are still many problems in current management. The Human Resources Department plans to further strengthen the management of the office in XX. It is recommended that office management be assigned to the Human Resources Department. The difficulty of office management is mainly due to the poor role of the middle management. Each department only pays attention to the management of work tasks, and does not manage the internal office order and discipline of the staff of the department. The Department of Human Resources XX focuses on the following aspects in the following years: 1 attendance management. No matter who it is, as long as it violates the company's attendance regulations, there are no more exceptions and scales. 2 office discipline management. 3 company internal 5s management, production site 6s management implementation. The 5s work of each staff member will be taken as one of the performance evaluation projects, and the health inspection and collective cleaning and finishing of the office area will be organized. 4 The dressing of work clothes, the wearing of work cards, and the courtesy of courtesy will strengthen supervision and inspection in daily work. 5 Supervise the confidentiality of the office work. For the employees to be public and private, the employees are responsible for the custody of their own work files, including the use of documents, such as printing and fax machines, which may involve the company's secret text, and will be standardized.
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, implementation goals and precautions:

1. When implementing the internal communication mechanism, it should be noted that all communication mechanisms should be based on the principle of finding problems and solving problems, paying attention to the feasibility of the operation mode, and cannot cause problems due to the set communication methods. The human resources department should observe more, listen more, think more, and find reasonable and effective communication methods. For the ideological work of employees, we should grasp the principle, not to be private, not to abandon the company's interests because of personal feelings, and not to disclose company secrets. The human resources department that can solve the problem of discovery can be resolved. If it cannot be solved, it must be promptly reported to the relevant department or superior.

2. Corporate culture is not just a writing job or a stylistic activity. The Human Resources Department should seize the key tasks in the operation and determine the purpose of the work. The aim is to use all available media to unite employees and unify the ideas and concepts of each employee into the company's spirit, purpose and philosophy. Make all the people in the organization agree with the values ​​of Matsui and unify the behavior pattern of all Matsui people is the standard for the human resources department to do this work;

3. Office management must adhere to the principle of lenient and strict. It is necessary to adhere to the principle of meticulous attention and to reflect the humanized management of the company. Can not be caused by employee management due to office management. It is necessary to listen to the opinions of employees humbly, constantly correct the working methods, and establish a harmonious, tolerant, united and conscious office atmosphere.

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

1. The establishment of a communication mechanism requires the cooperation of the company's leaders and other departments;

2, corporate culture shaping and publicity is the result of the joint efforts of all Matsui people, the need for company leaders to provide support.

Attachment: Monthly target decomposition table

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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.