Human resources work plan

According to the current work situation and shortcomings in the current year, combined with the current development status and future trends of the company, the Human Resources Department plans to carry out the work in 2003 from ten aspects:
1. Further improve the company's organizational structure, identify and distinguish the powers and responsibilities of each functional department, strive to achieve the scientific application of the organizational structure, and no longer make major adjustments in three years to ensure that the company's operations operate in the existing organizational structure. .
2. Completing the work analysis of each position of the company's various departments, providing a scientific basis for talent recruitment and evaluation of salary and performance appraisal;
3. Complete daily HR recruitment and configuration
4. Implement salary management, improve the salary structure of employees, and implement a scientific and fair salary system;
5. Fully consider employee benefits, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employee ownership and dedication, and enhance corporate cohesion.
6. Based on the existing performance appraisal system, refer to the performance appraisal method of advanced enterprises to 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.
7. Vigorously strengthen the knowledge, skills and quality training of employees, and increase the intensity of internal talent development.
8. Promote excellent corporate culture and corporate traditions, and infect people with excellent culture;
9. 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.
10. 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.
Precautions:
1. Human resources work is a systematic project. It is impossible to do it all at once, so the Human Resources Department will proceed in a gradual and orderly manner when designing and setting annual targets. If the speed is pursued, the human resources department will not be able to guarantee the quality of the target.
2. Human resources work is a very important basic work for a company that is constantly growing and developing. It is also a work that requires the company to work together. The departments work together to do a good job. Therefore, the company leaders need to Value and support. The change of the concept from top to bottom, the degree of support and cooperation provided by various departments, is the key to the success of human resources work. Therefore, after the annual goal is set by the Human Resources Department, the company leaders and departments are invited to assist in the completion process.
3. This work target is only the basic file of the HR department's 2003 annual work, not the specific work plan. In view of the fact that enterprise human resources construction is a long-term project, a detailed work plan matching the objectives will be formulated for each work. However, this work goal must be implemented after the company's leadership research is passed through. If the company adjusts the objectives of the department, the human resources department will complete the annual work according to the adjusted target. Similarly, the specific plans, plans, systems, and forms for each target project implementation will also be implemented in accordance with the company's adjusted goals.

One of the goals of the Ministry of Human Resources in 2004:
Improve the company's organizational structure

I. Objectives Overview The company's organizational structure to date is strictly incomplete. The company's organizational structure determines the direction of the company's development. In view of this, the Human Resources Department should first complete the improvement of the company's organizational structure in 2003. 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, no gaps or overlaps, strive to achieve scientific application of organizational structure, no longer make major adjustments within three years, to ensure that the company's operations operate well in the existing organizational structure, management practices ,Growing.
Second, the specific implementation plan:
4. Complete the investigation of the rationality of the company's existing organizational structure and position preparation and the investigation of the future development trend of various departments of the company before the end of January 2003;
5. Complete the draft design of the company's organizational structure before the end of February 2003 and solicit opinions from various departments, and report to the board of directors for review and revision;
6. Complete the company's organizational chart and organization chart of each department and company staffing plan before the end of March 2003. All departments of the company cooperated with the company's organizational structure to transform the job descriptions and work processes of the department on the basis of last year. The Human Resources Department is responsible for organizing the archives.
Third, the implementation of the objectives of the note:
1. The organizational structure of the company is determined by the company's long-term development strategy and 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 current 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 organizational structure of the company is the basis of the company's operations, and also the basis for departmental preparation and staffing. Once the organizational structure is determined, in addition to the special approval of the company's board of directors, human resources. The Ministry will have the right to refuse to add to the various departments beyond the organizational structure.
Fourth, the target responsible person:
First Responsible Person: Human Resources Department Manager Coordinator: Human Resources Department Manager Assistant 5. Matters and departments for target implementation support and cooperation:
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 finally decided by the company's board of directors.

The second goal of the Ministry of Human Resources in 2004:
Analysis of job positions

I. Overview of the objectives:
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.
Second, the specific implementation plan:
1. Complete the company's job analysis program by the end of March 2003, determine the job investigation project and survey methods, such as the main work content, work behavior and responsibilities of each position, the forms, tools, and machines that must be used, and the performance appraisal 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. Completed the basic information collection of job analysis in April 2003. 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. In May 2003, the Human Resources Department submitted detailed information on the analysis of each position of the company to the board of directors of the company. The department submitted the revised opinions to the managers of each department. After the completion of the revision, it was reported to the board of directors for review and filing as the basis for the company's human resources strategic planning. data.
Third, the implementation of the objectives of the note:
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. Position analysis must note that the information collected may be limited to the position information of the company's existing establishment. However, the analysis of company position submitted to the board of directors must conduct a job analysis of all positions in the structure with strict reference to the company's organizational structure. The analysis of job information that was not obtained from the job information survey was 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.
Fourth, the target responsible person:
First Responsible Person: Human Resources Department Manager Coordinator: Human Resources Department Manager Assistant 5. Matters and departments for target implementation support and cooperation:
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 department's job analysis data. After completion, the company's board of directors should be reviewed and approved.

The third goal of the Human Resources Department in 2004:
Human Resources Recruitment and Configuration I. Overview of Objectives:
In 2003, the human resources recruitment target that the human resources department needs to complete is based on the daily recruitment and configuration of the company. Based on the actual situation after the company moved to the industrial zone and the company established the marketing department, the company is based on the company. Adjust the organizational structure and improve the specific work of each department's responsibilities and positions. 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.