Human Resources Assistant's second half of the work plan

For the SMEs who have just set up the Human Resources Department, the HR Assistant XX second half of the work plan

For more than three months, the company has a clear understanding of the company's various departments, business and employee profiles. As far as the company's current situation is concerned, the human resources management department has not been standardized since the establishment of the human resources department. Therefore, the main work plan for the second half of 20xx is to complete and improve the increasingly standardized human resources management work, and to complete other daily human resources management work.

1. Probationary personnel management specifications:

Including the introduction of new recruits, entry, trial, training, correction, dismissal and other processes;

2. Staff training and development:

First, actively mobilize all departments to submit work summary and training in the first half of 2007 and work plans and training plans for the second half of the year;

1 The Human Resources Department will work with the employing department to complete new employee induction training, post-skills skills training, inter-departmental cross-training, and middle- and high-level management team training programs. The Human Resources Department is responsible for organizing and maintaining records;

3. Staff performance appraisal management norms

1 First, introduce the company's full acceptance of the work plan and summary, develop good work habits, and pay attention to the work of the day, clearing the moon, and not delaying;

2 Implement the method of decomposing the annual plan into a semi-annual work plan, then decomposing it into a monthly work plan, and then considering whether to introduce a “work log”? And the monthly work plan is formulated at the beginning of each month, and the monthly work summary is submitted at the end of the month. After this, the work of various departments of the company can be standardized more and more;

Note: Perhaps most of the employees have not formed this kind of work consciousness. They just do today. They will continue to do it tomorrow. They will be excluded at the beginning. They will feel that the company management is too strict, but considering our work system on a five-day basis, Can you make a rough plan for this week or next week on Saturdays and Sundays?

4. Compensation structure design, adjustment and management methods:

For employees, the most effective incentive is wages; the so-called "reward, there must be brave", not that everyone is a slave to money, but the company can provide high wages for employees, employees have Hope and prospects to work hard, of course, everything depends on the company's operations;

For the company's salary system and structural design, it should be the most difficult part of human resource management work; it must emphasize external competitiveness and internal fairness, and also need a lot of data and various aspects of information to design a relatively large outline; It is necessary to consider the salary system as well as the welfare policy and performance incentive plan; it also involves factors such as salary budget, cost control and salary communication.

In the new financial year, managers need to consider various factors such as the salary level of the external market, the individual's work performance, the company's business performance and the cost of living, and the proportion of these factors in the salary increase. trade off.

As far as the current situation is concerned, the unilateral strength of the human resources department is not enough. In addition, human resources and other things still need time and energy. It may be difficult to propose a plan before September; I will combine with the management and development research office. Propose the plan as soon as possible.

5. Labor relations management measures

The company's current labor relations issues are:

For employees who are managed by the personnel file, the company will be given a pension plan;

After the probationary period is over, the pension will be given to the co-ordinator;

Originally, it was paid as a freelancer. Now the state must explicitly handle social insurance with enterprises.

In the first half of this year, under the leadership of the Party Committee of the Management Bureau and the higher-level trade unions, the ** City Postal Union adhered to the working principle of "centering on the center, maintaining the quality, improving the quality, and administering the rule according to law." The work requirements of the trade unions, pioneering and enterprising, seeking truth and being pragmatic, have achieved remarkable results in practice. The main performances are as follows:

—— Fully implement the labor competition with the “Development Cup”, “Innovation Cup” and “All Night Flight” as the main contents, and mobilize the employees to make contributions to the development of the enterprise.

Highlight the key points of the competition and clarify the objectives of the competition. In accordance with the adjustment of the business structure of the bureau, we have established the competition contents of key business such as letter, postal savings, express delivery, and issuance, which highlights the operational nature of the competition assessment. It is added to the "Innovation Cup" labor competition program. The contents of "employee business technology improvement and employee economic and technological innovation achievements" highlight the assessment of the construction of the workforce. In the "all night flight" labor competition, the quality, time limit and benefit are the main objectives of the competition. The grassroots units have implemented the key contents of the competition and formulated the competition activities. The Eastern Bureau, the Southern District Bureau, and the Haidian Bureau have put forward the measures of “winning the cup” in combination with the characteristics of their respective business development. The Central Bureau has further combined the experience of employee innovation activities in recent years. Standardizing the selection of innovation results, incentives, the Express Bureau proposed the "all night flight" competition "quantitative doubling" goal.

Strengthen the organization and management of labor competitions. We convened a global labor competition committee to study and formulate the "Development Cup", "Innovation Cup" and "All Night Flight" labor competition program. We convened a global labor competition mobilization meeting and summarized the 2004 labor competition. This year's labor competition activities will be arranged to promote the advanced typical experience of the competition. 11 grassroots units have respectively held labor competition mobilization meetings. By strengthening competition management, the four professional assessment contents of the "Development Cup" labor competition have achieved good results. In the "Innovative Cup" labor competition, all grassroots units generally carried out the "rationalization proposal month" activities, solicited more than 4,000 proposals for rationalization, and identified 47 projects for the economic and technological innovation of employees. The first phase of the "All Night Flight" labor competition was successfully completed. Our bureau has 3 advanced collectives and 3 advanced individuals who have been commended by the State Post Bureau.

—— Extensively carry out the selection and recommendation of the city's labor model and the national outstanding model delivery staff activities, inspiring the broad masses of employees to be determined to become talents.

According to the spirit of the ** city model selection work notification, the selection and selection of labor model was completed in strict accordance with the selection principles, conditions and procedures. I was given the title of "National Model Worker" by Han Wei; 6 employees of Han Wei and others were awarded "* * City model worker "title; million Zhuang Post and Telecommunications Bureau and air mail exchange station was awarded the "** City Model Collective" title.

Launched a series of activities on the work of the model workers. It formulated the “Proposal for the Advanced Model Propaganda Work during the Model Meeting of the Year”. The “Six Ones” campaign was launched, namely: the introduction of a commendation decision; the convening of a global model deed Reporting session; publishing a compilation of labor model deeds; making a model CD; organizing a model tour report group; making a set of model workers' roving exhibition boards.

In conjunction with the selection of the national postal model delivery staff, the management bureau of the bureau made a special investigation and recommendation on the delivery of advanced delivery personnel on the basis of the "Top Ten Courier" activities of the Bureau. Three couriers were selected as national postal model delivery personnel. Wei was rated as one of the top ten postal model delivery staff in the country.