Human Resources Department Annual Work Plan Template

Work Objectives of the Human Resources Department I. Presentation 2, Organizational Structure of the Human Resources Department III. Basic Work of the Human Resources Department in XX IV. Annual Overall Objectives of the Human Resources Department in XX
1. Improve the company's organizational structure
2. Analysis of job positions
3. Recruitment and configuration of human resources
4. Salary management
5. Employee benefits and incentives
6. Improvement and operation of the performance evaluation system
7. Staff training and development
8. Personnel mobility and labor relations
9, the department's own construction
10, other work objectives five, the target form
1. Expense budget table
2. Personnel demand forecasting and recruitment plan
3. Training plan
4,
Presenting

General Manager of the company:

In line with the company's comprehensive implementation of target management and strengthening the planning of the company's human resources work, the Human Resources Department has formulated the 20xx annual work target of the department based on the overall development plan of the company's 20xx year and based on the work of the department in 20xx. It is now reported to the general manager of the company for review, please review it.

Human Resources Department

November 30, 2010

Summary of the work of the Human Resources Department in 200x

The annual overall goal of the Human Resources Department in 2000x

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 the 200x year 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 recruitment and configuration of human resources

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 On the basis of 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 training of staff's post knowledge, skills and quality, 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 human resources department ~ annual work throughout the year, not a 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 annual Human Resources Department:

Improve the company's organizational structure

I. Overview of the objectives

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 the year. 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;

5. Complete the draft design of the company's organizational structure before the end of February, 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. 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 Manager

Coordinator: Human Resources Manager Assistant

V. Matters and departments that need to be supported and coordinated 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 finally decided by the company's board of directors.

~ The second goal of the annual human resources department:

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, 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. In April, 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. In May of the year of May, the Human Resources Department submitted detailed information on the analysis of each position of the company to the board of directors of the company, and submitted the revised opinions to the managers of each department. After the completion of the revision, it was submitted to the board of directors for review and review, as the basis of 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 Manager

Coordinator: Human Resources Manager Assistant

V. Matters and departments that need to be supported and coordinated 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 department's job analysis data. After completion, the company's board of directors should be reviewed and approved.

~ The third of the work objectives of the Ministry of Human Resources:

Human Resources Recruitment and Configuration

I. Overview of the objectives:

The human resources recruitment target that needs to be completed by the Human Resources Department is based on the company's daily recruitment and configuration work. Based on the reality of the company's relocation to the industrial zone and the establishment of 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.

The recruitment and configuration of human resources is not simply a matter of opening a few job fairs. The Human Resources Department will recruit talents to meet the company's operational needs in accordance with the established organizational structure and job analysis of each department. In other words, saving manpower costs as much as possible, making people do their best, and ensuring that the organization operates efficiently is the principle of human resources allocation. Therefore, in the process of achieving the goal, the human resources department will carry out the necessary analysis and control of the manpower requirements of each department. Considering that the company is currently in the development stage and the period of change, the Human Resources Department will do three things for personnel recruitment and configuration: satisfying demand, ensuring reserves, and cautious recruitment.

Second, the specific implementation plan:

1. Recruitment methods adopted by the project: focusing on on-site job fairs, taking into account the Internet, newspapers, headhunters, and recommendations. Among them, the main considerations for on-site recruitment are: ** regional talent market, ** talent market. If necessary, you can consider Guangzhou, Nanjing, etc. You can also consider individual large-scale talent recruitment fairs in February and March, and consider the upcoming students' meeting in June and July. The online recruitment is mainly based on local talent network, talent network, and channel talent network. Future Carefree Talent Network, Zhuobo Talent Network, etc.; newspapers and magazines are mainly recruited by professional media and targeted media such as China Fashion News, Fashion Times, Xiamen Daily, Southern Metropolis Daily, etc. The situation is determined.

2. Specific recruitment time schedule:

From January to March, participate in 5 to 8 on-site job fairs according to company needs;

From June to July, participate in 3 to 5 on-site job fairs according to company needs. Maintain contact with the student department of the relevant institution in preparation for the required time;

According to the actual situation, the Human Resources Department will also participate in various job fairs from time to time.

Long-term online recruitment of ** Talent Network and ** Talent Network to reserve talents that may be needed. The Straits Talent Network and other fee-based websites will temporarily release recruitment information based on the needs and the effectiveness of the website recruitment.

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 “Regulations on Personnel Recruitment and Configuration of the Company” before the 31st of January. The company leaders are required to issue and issue various departments.

4. Recruitment expenses for the project: 12,000 yuan.

Third, the implementation of the objectives of the note:

1. Prepare before hiring: communicate with the employer department to understand specific needs; familiarize 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;

Fourth, the target responsible person:

First responsible person: Human Resources Manager

Coordinator: Human Resources Manager

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

1. All departments should report the manpower demand forecast of the department to the Human Resources Department during the XX year target setting, so that the Human Resources Department can arrange the recruitment time reasonably.

2. The administrative department shall prepare the logistics support according to the forecasted quantity of the company's manpower demand.

~ The fourth goal of the annual human resources department:

Compensation management

I. Overview of the objectives:

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. Through the human resources department's understanding of the existing salary status of all levels of the company, it is recommended to establish a scientific and reasonable salary management system as soon as possible. There are three reasons: First, because the company's long-term employee salary is determined by the company's senior management, the human resources department lacks the basis for employee salary management, so it creates certain difficulties for the introduction of talents, and also makes some employees think that the amount of salary is the feeling of the company's senior management. Compared with the ability to work, the human resources department can not give employees a reasonable explanation; second, the actual wages of the company employees are almost in a state of high confidentiality, resulting in mutual guessing, plus the phenomenon of equal pay for equal work, blind Comparison is not conducive to mobilizing employee enthusiasm and improving work efficiency. Third, the current initial salary and adjustment of employee salaries are not convincing. The salary structure is simple. As long as the boss or the boss feels good, the salary can be adjusted. It is easy to form an incorrect idea that is not a wage for work but a salary for the superior and the boss.

The Human Resources Department regards the company's compensation management as one of the important goals of the headquarters and the company. 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 salary management standardization work.

Two: specific implementation plan:

1. Before the end of March of the year, 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, the Human Resources Department submitted the “** Company Salary Scale” based on the preliminary analysis of the positions that have been completed, combined with the salary status of the same industry in the region and the salary status of the company’s existing positions. After reviewing and modifying the department manager, report it to the board of directors of the company for approval;

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

Third, the implementation of the objectives of the note:

1. The reformed 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 payroll 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 consider the overall impact comprehensively to avoid affecting overall morale due to individual cases. For example, when individual positions require high salaries to hire foreign talents, such as marketing directors, design directors and other special talents, the general manager is authorized by the board of directors to handle the annual salary system. However, the Ministry of Human Resources recommends that in order to ensure that all employees are not affected by individual exceptions, 50% of the annual salary of the special personnel can be administered to the salary management system in the form of monthly salary, and the other 50% will be separately considered by the company. This will help to moderately and effectively supervise the work of high-paying staff and also have a psychological balance with other employees.

Fourth, the target responsible person:

First responsible person: Human Resources Manager

Coordinator: Human Resources Manager Assistant

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

The "Remuneration Scale" and the company's "Remuneration Management System" are subject to confirmation by the company's board of directors. The final determination of the salary of the existing staff needs to be determined by the board of directors.

~ Five of the annual work objectives of the Human Resources Department:

Employee benefits and incentives

I. Overview of the objectives:

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. According to the current situation of the company, the Ministry of Human Resources has made significant changes to the company's welfare policy in the year of the company, so that the company's "people-oriented" business philosophy is fully reflected, so that the company is in a dominant position in talent competition.

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 annual work of the year, 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.

Second, the specific implementation plan:

1. Planned welfare programs: staff accommodation subsidies, overtime subsidies, full attendance awards, holiday subsidies, social medical insurance, social pension insurance, housing provident fund, employee birthday celebrations, quarterly management staff gatherings, wedding gifts, factories Celebration gifts, year-end gifts, etc.

2. Incentives for the formulation of plans: monthly 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. In the first quarter of the year, the specific formulation of welfare programs and incentive policies will be completed and reported to the board of directors for approval, and organized and publicized.

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.
Third, the implementation of the objectives of the note:

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.

Fourth, the target responsible person:

First responsible person: Human Resources Manager

Coordinator: Human Resources Manager Assistant

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

1. Because each welfare and incentive policy requires the company to provide the corresponding material resources, the incentive programs for specific benefits require the final decision of the company's board of directors. The Human Resources Department has the proposed rights and obligations.

2. Once the welfare and incentive policies are determined, the administrative department of the company shall cooperate with the human resources department to do a good job in logistics support for this work;

3. The manager of each department and the head of each department also shoulder the incentive responsibility of the employees of the department and the department. In daily work, the care and spiritual encouragement of employees requires the cooperation of the supervisors and above.

~ Sixth annual work goal of the Human Resources Department:

Perfection and operation of performance evaluation system

I. Overview of the objectives:

Since the company's trial target management and performance appraisal in XX, up to now, it has achieved certain results and gained some experience. However, in the specific operation, there are still many places that need improvement. In the year of HR, the Ministry of Human Resources listed this goal as one of the important tasks of the year. The purpose is to improve the performance evaluation system, achieve the effect of performance appraisal, and achieve the fundamental purpose of performance appraisal.

The fundamental purpose of the performance appraisal work is not to punish unfinished work indicators and unsatisfactory employees, 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 employee work. The planning and responsibility, timely finding the deficiencies in the work and adjusting and improving, thus promoting the development of the enterprise.
In the year of XX, the human resources department started the improvement of the company's performance evaluation system based on the performance appraisal work in XX, and implemented and operated consistently.
Second, the specific implementation plan:

1. Complete the revision and writing of the "Company Performance Appraisal System" and supporting programs before the 31st of January, and submit it to the general manager's office for review and approval;

2. After the Spring Festival of the year, comprehensively implement the performance appraisal according to the revised performance appraisal system;

3. Main work content: In combination with the deficiencies in the performance appraisal of XX, the current "Performance Appraisal Rules" and "Specific Requirements for Performance Appraisal" and related usage forms are revised. It is recommended to adopt the appraisal form, appraisal project, appraisal method and appraisal result. The feedback and improvement track, the results of the assessment and the compensation system are greatly modified to ensure the benign operation of the performance appraisal; it is recommended to separate the target management from the performance appraisal in parallel. The target management inspection is a recurring work as a revised target. The result is only one of the reference projects for performance appraisal; full implementation of the performance appraisal will be fully considered. In the XX year, only the performance appraisal performed by the department manager is strictly unsuccessful. After the completion of the performance evaluation system, the Human Resources Department will conduct performance appraisal for all staff.

4. The 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.

Third, the implementation of the objectives of the note:

1. The performance appraisal work involves the vital interests of the staff of each department. Therefore, on the basis of ensuring the link between the performance appraisal and the remuneration system, the human resources department must 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. As a new thing in human resource development, the performance evaluation system will inevitably have some unexpected difficulties and problems in 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.

Fourth, the target responsible person:

First responsible person: Human Resources Manager

Coordinator: Human Resources Manager Assistant

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

1. The revised performance appraisal system, plan, form and other texts must be reviewed jointly by the company's departments and the board of directors;

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. It is recommended that the company should have at least one senior leadership to participate. The Human Resources Department, as the specific contractor, 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.

~ Seven of the annual work objectives of the Human Resources Department:

Staff training and development

I. Overview of the objectives:

Employee training and development is one of the tasks that the company must focus on in its long-term development strategy, and it is also 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-Year Plan has a planned and targeted approach to employee training and development, which makes the company a step ahead in talent development.

Second, the specific implementation plan:

1. According to the overall needs of the company and the department-year training needs, the annual company employee training plan

2, 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 organization internal training Strive for rotation training for staff with training prospects; 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, computer knowledge, clothing 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.

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 drafting of the “Company Training System” before February 28 of the year. After being reported to the general manager for approval, all departments will be issued for publicity. The employee training for the year will be strictly implemented according to the system.

7, training costs: about ** million yuan.

Third, the target implementation notes:

1. The Human Resources Department pays attention to the research and development of training topics, collects the lecturer materials and training course materials of well-known consulting and training companies in China, and combines the needs of the company with the needs of the departments, and occasionally recommend relevant training topics to relevant departments.

2. Training cannot be formalized, and there must be 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, and avoid avoiding the participation of a certain department in a certain department. Other departments have no opportunity to participate in the training phenomenon, comprehensive consideration, based on the company's interests and needs as a standard, comprehensively improve the quality of the workforce.
Fourth, the target responsible person:

First responsible person: Human Resources Manager

Coordinator: Human Resources Manager Assistant

5. 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 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.

~ Eight of the annual work objectives of the Human Resources Department:

Personnel mobility and labor relations

I. Overview of the objectives:

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. In the past personnel work, this work has not been included in the target, nor normative operations. In the next year, the Human Resources Department will use this work 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", "clean contract", "training contract", etc., familiar with labor regulations, as far as possible to avoid Labor-management disputes. There is no big complaint and regret for every employee who leaves the company. Establish a good image of the company.

Second, the specific implementation plan:

1. Complete the revision, drafting and improvement of the Labor Contract, the Confidentiality Contract, the Integrity Contract and the Training Contract before the 31st of January.

2. The annual guarantee guarantees the above contract with each employee involved in the relevant work. And strictly in accordance with 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 the next year. First, strict examination of the qualifications of pre-employed personnel, not only the evaluation of individual work ability, but also a comprehensive examination of loyalty, integrity and conduct. Second, any department needs personnel to be interviewed and reviewed by the Human Resources Department. No department of any person can arbitrarily recruit personnel and only greet the Human Resources Department and arrange a job on their own. The Human Resources Department will also keep abreast of the ideological dynamics of employees, do a good job in employee thinking, and effectively prevent the abnormal flow of employees.

Third, the implementation of the objectives need to pay attention to:

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.

Fourth, the target responsible person:

First responsible person: Human Resources Manager

Coordinator: Human Resources Manager Assistant

V. Implementation objectives need support and cooperation 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 personnel, and the supervisors of all departments need to cooperate with the staff's ideological work and employee feedback dynamic feedback. All departments must be handled according to the work process during the recruitment process.

~ The nine goals of the annual Human Resources Department:

The construction of the department itself

I. Overview of the objectives:

For a long time, the human resources department has not been able to be in a corresponding position in the enterprises of the region. So far, many companies have continued to unify personnel and logistics in the organizational structure of the executive branch. Since the establishment of the Human Resources Department in XX, the company's leaders have also been extremely concerned about the construction of the Human Resources Department. The self-construction of the Ministry of Human Resources is gradually moving towards standardization, and its functional role is gradually being reflected.
Human resources work is the driving force for future enterprise development, and its own formalization is very important. Therefore, the Ministry of Human Resources will vigorously strengthen the internal management and regulation of the department in the next year, and strictly upgrade the human resources work from simple personnel management to strategic human resource management level in accordance with the requirements of modern enterprise human resources work, so that human resources The work results have become one of the reference bases for the company's high-level decision-making

The human resources department ~ annual self-construction objectives are: improve the department's organizational functions; complete the department staffing; improve the professional skills and professional qualities of the human resources practitioners; improve the department's work quality requirements; ~ complete the department's annual goals and the company's various task.

Second, the specific implementation plan:

1. Completion of departmental staffing: Assisting the Human Resources Manager Assistant, Personnel Specialist and Training Specialist in place by February 28 of the year;

2. Improve departmental functions: The human resources department must define the functions and responsibilities of the department in order to achieve all goals in the year. It is planned to set up a personnel commissioner to specialize in personnel management. The main work involves: recruitment, separation, personnel files, attendance, salary, contract, welfare, incentives, assessment, etc.; set up training specialists, specializing in personnel training. The main work involves: training plan formulation, training project development, training personnel selection, training lecturer recruitment, training specific organization, training summary and assessment. The Human Resources Manager is responsible for the overall work, taking full responsibility for all work projects of the department, and is responsible for the overall human resources strategic planning, the company's human resources development and the coordination, planning, arrangement and organization of various human resources work.

3. Establish a detailed company human resources file. The creation of this file should be kept in good working condition. Through the human resources file, the company's human resources status can be reflected at any time, including the level of education, service years, salary level, 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 first quarter of the year and updated at any time.

4. Improve the professional level of the operators in this department. While arranging training for various departments, the Human Resources Department should focus on improving the quality of departmental personnel. The Human Resources Manager is responsible for the training, management and job guidance of his subordinates. Therefore, the Human Resources Department plans to train all the staff in the year to improve the overall ability of the department.

5. Implement the department's target responsibility system. The Human Resources Department will decompose the department's annual goals into each employee of the department. Every job has a responsible person, completion deadline, quality requirements, and assessment criteria. Do a good job in tracking and implementing the results of each job, timely adjust the work objectives, and constantly improve the working methods to ensure the completion of the annual goals.

Third, the implementation of the objectives of the note:

1. The self-construction of the Human Resources Department is related to the success or failure of the company's human resources work. The success of human resources work is also related to the long-term development direction and stamina of the company. Therefore, the human resources department focuses on the future development and builds the department as much as possible in front of the company's development. Only by fully advancing can we be prepared to respond to the strategic needs of the company's human resources work in the future. Personnel in this department must establish a sense of crisis and make the work fine.

2. The staffing of the Human Resources Department should consider the current stage of development of the company. It is necessary to merge and replace the merger. The preparation of four tentative positions in the near future, but the number of guaranteed personnel in the year is no more than three.

3. The business training of the department is mainly based on the transmission of help. When there are conditions and time, you can consider going abroad to participate in the higher-level human resource management training courses in China.

Fourth, the target responsible person:

First responsible person: Human Resources Manager

Collaborative responsible person: all staff of the department

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

1. The staffing configuration of the department must be approved by the company before implementation.

2. The arrangement of human resources files needs to be coordinated by various departments and foreign offices.

~ Ten of the work objectives of the Ministry of Human Resources:

Other work goals

I. Overview of the objectives:

The work of the Human Resources Department involves all levels of work in various departments and companies. There are many unforeseen tasks in the daily work of the Human Resources Department. The other goals here are the more important parts 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, 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 the year of HR, the three work will be targeted and strengthened.

Second, the specific implementation plan:

1. Establish an internal communication mechanism. 1 The Human Resources Department will strengthen the staff meeting of the Human Resources Department in the next year. Staff interviews are mainly carried out in terms of employee promotion, transfer, resignation, study, salary adjustment, performance appraisal or other opportunities for public volatility due to public and private reasons. Usually, the human resources department can also 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. The Human Resources Department set up a general manager's mailbox in the company's office before January 31, and ensured the security and confidentiality of this mailbox, and obtained the trust of employees, ensuring 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 company department managers and company leaders in the next year. In principle, it is planned to be used once every six months. Comprehensive evaluation of the work style, work ability, work efficiency, work performance, exemplary role, employee trust, etc. of department managers and company leaders. 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 will complete the specification of the use of work contact orders by January 31 of the year. 5 Improvement of other communication mechanisms. Traditional human resources departments such as employee satisfaction surveys and department manager meetings will continue to be maintained and improved.

2. Corporate culture shaping and publicity. The Human Resources Department has an unshirkable obligation and responsibility for the company's corporate culture. In the year of HR, the Human Resources Department continued to edit the "*** Special Issue" and made every effort to shape the unique corporate culture. 1 Revise the “Employee Handbook” to add the company concept, enterprise spirit, brief history of enterprise development, corporate purpose, corporate goals and objectives to the “Employee Handbook” and complete the work in the first quarter. Delivery printing guarantees one employee per employee. 2 The plan is to formulate the Charter of the ***. The summary of the fine traditions and corporate culture accumulated over the past 13 years of the company's development is summarized. If this proposal is adopted, it will be completed 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 ** people love ** and let every non-** person yearn for it.

3. Office management. Due to historical reasons, the current management of the office is cross-administration, the administrative department is also in charge, and the human resources department is also in charge. However, 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 the next year. 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 Ministry of Human Resources ~ focus on the following aspects: 1 attendance management. No matter who it is, as long as it violates the company's attendance regulations, the Human Resources Department will no longer have special cases and scale relaxation behaviors, starting from the department manager and starting from the leadership staff. 2 office discipline management. Focus on remediation of eating snacks, getting together chats, doing things that are not related to work, playing games, and chasing posts. 3 office 5s management. At present, the 5s work of the company's office is relatively weak. In the year, the human resources department will take the 5s work of each staff as one of the performance evaluation projects, and organize at least one health inspection and collective cleaning and finishing of the office area every week. 4 For the dressing of work clothes, the wearing of work cards, and the etiquette of courtesy, the Human Resources Department will strengthen supervision and inspection in daily work. 5 Supervise the confidentiality of the office work. For employees to be public and private, the employees are responsible for the storage of their own work files, including the use of documents such as the printing room and fax machines, which may involve the company's secret text and communication. The human resources department will coordinate with the administrative department for standardized management.

Fourth, the implementation of the target matters:

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 the employees and unify the ideas and concepts of each employee into the company's spirit, purpose and philosophy. Let all the people in the organization agree with the values ​​of **, and unify the behavior patterns of all ** people is the standard for HR 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. We must listen to the opinions of employees humbly, constantly revise working methods, and establish a harmonious, tolerant, united and conscious office atmosphere.

Fourth, the target responsible person:

First responsible person: Human Resources Manager