Work Plan > Administrative Work Plan

2014 company administrative work plan


1. On the basis of 2019, comprehensively improve administrative personnel management
1. Improve the system and pay close attention to implementation. In the first half of 2014, the company revised, consolidated and summarized the various systems, and continued to improve in actual implementation.
2. Think of talent management as strategic support and do a good job in the implementation of the 2019 Reserve Talents Training Program. In the first quarter of 2019, the pre-communication and consultation of the Reserve Talents Training Program was completed, and consensus was reached, and all departments were notified. In the second and third quarters, we began to enter the assessment for the post-election. This year, we will strive to institutionalize the training of reserve talents.
3. “People-oriented, dignity first”, strengthen employee relationship management and strengthen the signing of labor contracts: conduct a labor contract census every semi-annual, avoid missing signs and delays, and solve problems in a timely manner.
We will conscientiously implement the social integration insurance work: we will closely integrate the old-age care and medical care insurance work with the quarterly assessment work, and use this welfare as a measure to stimulate advanced and spur progress, and carry out detailed accounting.
Organize employee activities every quarter: strengthen corporate culture, enrich employees' cultural life, and enhance employee cohesion. Seriously implement various welfare measures: Institutionalization of welfare measures in 2019, and vigorously implement them.
Plan the career of employees: Take the engineering department as an example, try to grade the employees and expand the promotion channels. Preparations began in the first quarter and were implemented in the second quarter.
Maintain communication with every employee of the company: formal and informal communication through employee activities, birthday activities, and positive conversations, and communicate with each employee to understand what employees think and think.
Second, complete the recruitment work and improve the quality of recruitment.
1. Recruitment and screening: broaden the recruitment channels, broaden the ideas, cooperate with the company's business development, and complete the recruitment task.
2. Recruitment and evaluation work: Strengthen the qualification examination of candidates after recruitment, including document review and background investigation, and ensure the recruitment of qualified personnel for the company.
3. Trial period: Talk to the employee during the trial period once a month, and keep the supervisor informed of the work and adaptability of the new employee. For the probationary period of the above-mentioned level, the employees are transferred to the evaluation system, that is, the parties are responsible for the work, the responsible persons of each department ask questions, and the company leaders review.
Third, adjust and standardize the training work
1. Strengthening the induction training for new employees: The revision of the “New Staff Training Manual” was completed in the first half of 2013. Further improve the effectiveness of new employees' on-the-job training, and guide the employer department to send special personnel to assist in the pre-employment training of new employees. For example, lead new employees to visit the familiar department, introduce new members to department colleagues and key personnel, explain the work contents of the department, guide and assist the department to organize networking activities, cultivate the friendly feelings between new and old employees, strengthen unity and cooperation, and help each other. .
2. Strengthen the implementation of business training in various departments: Gradually increase the responsibility for training of the responsible persons of each department, communicate with the responsible persons of each department at the beginning of each quarter, clarify the training needs of each department, guide and assist each department in implementing various trainings according to the training needs. An assessment of the training of each department is conducted quarterly.
3. Strengthen the training of management personnel: on-the-job training: assign special personnel to the “professional training” for employees with development potential.
4. Try to write training materials that are consistent with the work characteristics of the relevant departments of the company, and gradually form a training system with company characteristics.
5. Encourage employees to self-learn: Advocate good learning for everyone and everyone's pursuit of progress.
Third, further improve the performance appraisal and evaluation work
1. Strengthen departmental assessments and increase the intensity of direct supervisors. The monthly performance appraisal of each department will be completed by the responsible person of each department, and reported to the administrative personnel department for summary and linked to the monthly salary.
2. The assessment results are linked to the rewards and punishments, and the survival of the fittest is eliminated.
3. Establish a performance appraisal complaint system

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