Human resources year-end summary

Human resources year-end summary

I. Overview of human resources work in 200x.

In the year of 200x, the company's human resources management and development will further improve the basic work of human resources; strengthen the fixed-post staffing, human resources training and development, human resources management informationization and human resource management system construction; continuously develop human resources vision and grasp human resources. Resource dynamics, absorbing the latest human resource management ideas and concepts at home and abroad, and carrying out human resource management reform and innovation.

Second, the basic situation of human resources.

As of December 31, 200x, the number of employees of Nanyue Logistics was 1,880, including 67 in the company's headquarters, 1,288 in Tongyu, 300 in Guangdong Xinyue, 93 in industry, 17 in VIA and 115 in Oriental.

Nanyue Logistics Education: As of December 31, 200x, the company has 482 college graduates or above, including 1 doctor, 37 masters, 242 undergraduates, and 202 college graduates.

Third, through the post analysis and setting, do a good job in the fixed post.

In order to cooperate with the company's business performance and employee performance appraisal work, and strengthen labor cost control, according to the principle of lean and efficient, each company's main business combined with the company's main business to carry out fixed posts, the specific situation is as follows:

The two types of maintenance are divided into two categories: 1. Each management center is classified according to key indicators such as mileage, service area logarithm and business scope; 2. The service area is classified according to indicators such as traffic volume and turnover.

Determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.

Guangdong Xinyue should properly and reasonably optimize the existing organizational structure, posts and personnel according to the traffic volume, traffic, power supply, monitoring, charging and other business volume of the highway project, as well as the total amount of contract engineering, mileage and construction period, and control the number of personnel. And labor costs.

According to the supply of highway construction materials, total supply and mileage, construction period, project scale and information technology services, the industry will do a fixed job.

Based on the characteristics of shipping and new business development, VIA will complete the job qualifications specification and job description on the basis of the existing edition.

At the same time, we visited the Guangzhu North, University City, Qujiang and Houmen service areas, and Guangsong and other projects to conduct research on the fixed-term staff of each project, and mastered the first-hand fixed-term staff information.

Fourth, actively promote the construction of human resources management system, basically establish the system of human resource management of the company, form a more standardized personnel management, and improve the level of human resources management and development of the company as a whole.

According to the overall requirements of the company's management system, the company's headquarters has completed the compilation of the first draft of the human resources management and development system, such as employee training methods, temporary measures for human resources management, temporary measures for employee attendance management, labor contract management methods, and personnel file management rules. The Interim Measures for the Trial Measures for Employees' Compensation and Benefits and the Performance Appraisal of Employees have been officially promulgated and are in the process of implementation.

In addition to improving the original human resources management system, Guangdong Xinyue has completed ISO quality certification. Tongyu Company has compiled the management management methods for the middle management personnel and the labor contract management methods, revised and improved the company's employee attendance management implementation rules and the service area personnel management system, so that the daily management work is more institutionalized, standardized and more operational. Based on the labor law and labor policies and regulations, combined with the actual situation of the company, Oriental Thinking clarified the contents of rewards and punishments, assessment, change and selection, vacation, labor relations, etc., and gradually improved the company's labor and personnel management system.

5. In order to adapt to the company's strategy and the personal development needs of employees, the human resources development and training work of each company has been greatly strengthened.

In order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the company's headquarters drafted human resources development and training methods, and did the corresponding work in training planning and coordination, but the company as a whole The special training at the level and the training of the company's headquarters staff need to be strengthened.

Through careful organization, we will do all kinds of training work conscientiously. On-the-job training for new employees, a total of three new training sessions for service areas were held, with a total of 203 participants in each period of 20 days. A middle-level management training course was held and 39 people attended the training. The service area chief should know that training should be conducted. It lasted for nearly 4 months and 21 people participated. The training was divided into two stages. The first stage: 4 days of off-the-job training, mainly the service area management quality, business process, business strategy, finance Training in management and official writing; the second stage: amateur self-study laws and regulations and knowledge should be trained for nearly 4 months, and a roll-up test was conducted. Organize or send 308 people to participate in human resources management, labor insurance, family planning, ISO9001: 2000 quality management system internal auditor qualification, registered security officer, fixed asset management, financial accounting basis and file management, taxation tax law, official document writing, Construction project management, convenience store information system management, document science and technology file management, preservation backbone, chef, roasting, Chinese food service skills and other professional skills training courses, to a certain extent improve the theoretical knowledge and practical ability of the relevant personnel.

The Guangdong Xinyue training work has achieved remarkable results. On the one hand, Xinyue focuses on technical personnel training, and participates in the computer information system integration project manager and senior project manager training class through the Saibao Certification Center; on the other hand, earnestly grasp the following daily post business learning: organize human resources The management personnel conduct special business training and study, and actively cooperate with the development department and technical service department to conduct internal technical management training, new employee induction training, and outdoor development ability training. A total of 81 employees participated in the training throughout the year.

According to the annual training plan, the industry has strengthened the education and training of employees. New employees were trained on the basis of the company's development history and current status, business processes, and corporate culture. Organize employees to visit various steel mills, cement plants and asphalt plants. Apply training to employees on the company's logistics management platform.

6. Conduct performance appraisal and evaluation, objectively, fairly and reasonably evaluate employee performance, and motivate employees' potential and work enthusiasm.

Through the assessment of the daily and annual combination of employees, the company links the assessment results with the employees' remuneration, post adjustment, training development and vacations, and establishes an employment mechanism that can be able to enter and exit the enterprise and be self-disciplined. Realize the optimal allocation of talents within the company, promote the development, management and rational use of the company's human resources, and establish a high-quality, capable and efficient staff.

In particular, according to the employment mechanism and the relevant performance appraisal management system, the industry has linked the appraisal results with floating wages and year-end bonuses, which greatly improved the enthusiasm and initiative of employees, and formed a situation in which employees competed for excellence.

VII. Taking information construction as the driving force, actively cooperate with the Group to do a good job in human resources management information construction and strengthen human resource management technology innovation.

According to the overall informationization construction and deployment of the Group, in order to give full play to the advantages of the Group and the company's human resources management talents and information technology advantages, and enhance the information construction work, especially the contribution rate of key management tools in the human resources management work. We require all companies to use the company's office automation system to complete the overall planning of the human resources management information system, complete the company's decision report control system, human resources statistical information system and employee information data electronic information construction.

At the same time, in order to cooperate with the smooth development of the Group's human resources management informationization work, our company has completed the entry of the information of the modern human resources management information system of Guangdong Communications Group from September onwards. The system is divided into personnel management. Six modules of compensation and benefits, performance training, organization information, reporting system, and system management, including basic information of human resources, educational background, professional and technical positions, technical jobs, continuing education, social insurance, management of retired personnel, wage signing, Powerful functions such as information query, the effective application of the system can greatly improve the efficiency of human resources management and human resources management and development.

Eight, do a good job in the company's human resources strategic planning, to adapt to the needs of the development of South Guangdong logistics strategy.

In line with the effective implementation of the company's strategy, according to the demand for human resources in the strategic planning of Nanyue Logistics, we have made a preliminary conception on the human resources strategy of Nanyue Logistics.

We believe that the overall concept of the human resources strategy of Nanyue Logistics from 2005 to 2019 is talent-oriented, incentive and innovation, and strive to cultivate, absorb and create a large number of high-quality logistics talents. People do their best to make the best use of their talents, continuously improve the management level of human resources, and provide strong human resources support for realizing the development strategy of Nanyue Logistics.

SWOT analysis of Nanyue logistics human resources strategy: advantages: internal monopoly of transportation logistics resources; high professional quality of employees; generous salary and benefits. Disadvantages: lack of high-end logistics talents; market competition awareness is not strong; labor costs are relatively high. Opportunity: Strong support from government policies; promotion through WTO accession; adequate supply of professionals in the labor market. Threats: Intense competition for talent; frequent flow of talent; lack of logistics and information talent. Nanyue Logistics Talent View: To be a South Guangdong logistics person with both ability and political integrity. Being talented and ethical is a genius; a virtueless talent is a mediocrity; a talentlessness is a versatile talent; a talented and talented person.

Nanyue Logistics Human Resources Strategy Implementation Concept: To achieve "five talents", that is, to seek talent, talent, talent, talent, and talent. Seeking talents: 1. External talents, according to human resource planning, through the job description and qualifications, select the applicable recruitment methods and personnel selection tools, and select outstanding talents from famous college graduates and social elites to join Nanyue Logistics. 2. Internal selection, through effective work rotation, competitive recruitment, job promotion and cadre exchange, establish an effective internal talent flow mechanism. Recognizing talents: Through the establishment of human resource management mechanisms such as talent assessment, performance evaluation, and dynamic incentives, we truly discover talents, and enable those who are capable, those who are mediocre, and those who are equal. Use talent: People-oriented human resource management innovation. 1, 80/20 principle, 20% of employees in the enterprise create 80% of the value of the enterprise, and should manage the core backbone employees of 20%. 2. Authorized management, in order to adapt to the new management thinking, emphasize the flattening requirements of the organization, fully mobilize the enthusiasm of employees, cultivate the dedication of employees, and appropriately delegate certain powers to employees, let employees exert their subjective initiative and participate in the company. In the management. 3. Team building and cooperation. In the operation of the company's listing and major events, the team's role can be fully utilized to cultivate employees' recognition and belonging to the company. Awards: Establish a set of incentive systems suitable for cultivating the core values ​​and core competitiveness of Nanyue Logistics. 1. Establish multiple opportunities for value distribution, authority, qualification, honor, vacation, education and development, wages, bonuses, allowances, benefits, equity, etc. 2. Employees hold shares in conjunction with the company's listing, and employees hold shares. The basis for equity allocation is: sustainable contribution, outstanding talent, character and risk. Maintain effective control of the company at the core level. 3. Bonuses are mainly rewards for excess performance and innovation results. 4, promotion, mainly based on the outstanding performance of employees, while referring to the qualification level. 5. Honor, honor the employees with outstanding contributions and employees with excellent work attitude, and set up the Innovation Honor Award. Yucai: Establish a training and development system based on human resource strategy and career planning. 1. Two cores: Consider the requirements of human resources for corporate strategy and business objectives; consider the career development requirements of employees. 2, three levels: institutional level: involving various systems in enterprise training and development activities; resource level: various key elements that constitute the enterprise training and development system; operational level: the work content and process of enterprise training and development institutions. 3. Four major links: analysis of training needs, development of training plans, organization and implementation of training activities, and evaluation of training effects.

9. Try hard to do the job change work and be responsible for completing the company's procedures for going abroad.

Job change work: 1. Apply for the professional and technical qualification examination, and complete the examination registration for 79 professional subjects in 9 major subjects. 2. The application for professional technical titles is 10 for the first time, 2 for the intermediate level, and 6 for the senior qualification.

Guangdong Xinyue also handles the qualification declaration procedures for computer information system integration project managers of 18 people including Zhan Run and so on. At the same time, it assists in the annual review of various qualification certificates of the company.

Going abroad: 1. Responsible for the company's 9 people for 6 months and several times to travel to Hong Kong and Macao for public transport; 9 people for 3 months and 2 times for the Hong Kong and Macao Pass. 2. Assist in handling a number of overseas study and training missions.

Guangdong Xinyue handled 4 procedures for the transfer of Hong Kong passes to some management personnel, and handled 2 groups of 21 delegations.

X. According to the company's business and structure integration arrangements, do a good job in the allocation of human resources in Guangdong New Guangdong.

In order to speed up the company's listing work, optimize the internal resources of the group, and rationalize the ownership of Guangdong Xinyue management relationship. According to the company's unified deployment, our department is mainly responsible for the personnel files of Guangdong Xinyue transfer personnel. The timely processing of administrative wage introduction letters, job identification and labor manuals, labor and employment procedures, social insurance and housing provident fund payment.

XI. Cooperate with the completion of the personnel diversion of VIA.

In order to realize the smooth development of VIA and to reverse the situation that its express business management monitoring is not in place and unable to control costs, we actively cooperate with VIA to provide strong support from personnel management. VIA Human Resources Department has adopted a strict diversion plan. Patiently and meticulously do the persuasion and interpretation work, act in accordance with the law, reasonably grasp the policy, strictly control the compensation scale for the termination of the labor contract, and excellently complete the personnel diversion work. After streamlining the diversion of 310 people, the compensation only cost more than 100,000 yuan, greatly reducing labor costs and expenses, and truly achieving a proper diversion and smooth transition.

12. Do a good job in the foundation and daily management of human resources management, and complete the tasks assigned by the superior business departments and company leaders.

1. According to the regulations, the labor annual review and total wages are reported in a timely manner; the employee's salary account is established, and various annual reports, quarterly reports and monthly reports such as personnel wages and employment are promptly reported as required.

2. Handling the labor and employment procedures for the employees newly recruited and recruited by the company, and responsible for the signing and management of the labor contract of the company employees.

3. According to the regulations of the labor and social security department, the procedures for reporting the payment base of social security, unemployment insurance and medical insurance shall be handled in accordance with the law, and the housing accumulation fund standard of employees shall be adjusted.

4. Timely payment of employee salaries and various expenses.

5. Cooperate with the group to complete the personnel file management of the company's team members; receive 25 personnel files and remove 2 personnel files throughout the year.

6. Cooperate with Lewan Enterprise to complete the company's personnel agency.

7. Complete other tasks assigned by the group and company leaders.

Human resources year-end summary

Looking back on 2019, under the care and guidance of the company's leaders, the tasks were successfully completed. The focus in 2019 is to do a good job in the basic work of human resources management, including: improving the company's human resources system; recruiting and hiring new employees; performance appraisal; employee entry and exit procedures, labor relationship maintenance and management; social insurance And daily affairs such as housing accumulation fund payment and employee salary accounting.

I. Summary of work for 2019:

Human resource planning and management

According to the strategic goals of the company and the specific internal environment, the human resources demand forecast for 2019 was carried out, and the organization chart of the headquarters, the fixed schedule and the salary plan were prepared. Initially review the organizational structure of each project company, set the schedule, and remuneration plan.

Basic situation of human resources

As of December 2019, the company's headquarters totaled 24 people. Among them: 4 general managers; 6 in the enterprise management department; 3 in the finance department; 3 in the engineering and technical department; and 8 in the administrative and cultural department.

Recruitment and recruitment

1. The online recruitment channel used in 2019 collects personnel information, explores talents, and builds a human resources library. Online recruitment channels are: Zhilian recruitment website, a list of oil Yingcai.

2. Strictly follow the company's “recruitment and configuration management system”, according to the needs of the staff of each department, fill in the “recruitment plan” at the beginning of each month, and carry out recruitment after approval by the executive factory.

3. In 2019, there were 25 new employees at the company's headquarters, and 13 employees were recruited through the Internet.

Training management

In order to do a good job in the company's training, promote the establishment and implementation of the company's training system, and meet the needs of the company and employees' personal development, the company issued the "Training and Development Management Measures." Arrange the training plan and requirements, as well as the establishment of the training system. However, the department did not submit a training needs plan, so that the company did not have a clear 2019 training plan.

The training carried out in 2019 included: the Finance Department participated in the “Continuing Education of Accounting Practice” training organized by the Ministry of Finance of Chengdu. The training will be submitted to the training application according to the training management method. After the leader approves the consent, the training will be attended. After the training, the employee submits the training summary.

Performance management

In order to fully mobilize the enthusiasm of employees, carry out fair work competition, promote work, and improve efficiency, the company introduced the “Management Method for Supplementary Performance Appraisal” in May 2019, which is based on the “Monthly Key Work Plan” of the department where the employees are located. Way of assessment.

Monthlyly, all departments and project companies are urged to submit the “Monthly Plan Assessment Form”. After collection, they will be reported to the President's Office. After the approval of the President's Office, the assessment opinions will be summarized and issued to all departments and project companies.

Aiming at the problems existing in the performance appraisal process, the performance appraisal system will be gradually improved. In December, the “Assessment Form” for performance evaluation of each position was revised. The second-level assessment method is tentatively scheduled to begin in January 2019.

Compensation and benefits

Salary, welfare, social insurance, labor relations and other work is a daily work of human resources. The following tasks have been carefully completed:

1. Accurate and timely preparation of monthly salary scales;

2. Apply for social insurance, provident fund and other related procedures for employees within a specified period of time. A total of 21 employees have gone through the procedures of adding, transferring, and continuation of pension, medical care, unemployment, work injury, and maternity;

3. Fill in, summarize and report the “Human Resources Statistics Report” on time every quarter;

Labor relationship

1. Do a good job in the management of employee files, so that the employee files are one person, one file, one file for personnel files, and updated in a timely manner;

2. Do a good job in handling the relevant procedures for the company's employees' entry, rectification, promotion, salary adjustment, transfer, and resignation;

3. Handle the relevant procedures for signing the “Labor Contract” of the company's employees.

Second, in the work of 2019, we have achieved certain results, but there are still many deficiencies that need to be improved:

In the recruitment and selection of new employees, it is necessary to strengthen the relevant interviewing skills to improve the efficiency of interviews and reduce the risk of employing.

Do a good job in recruiting new employees, so that new employees can be more quickly integrated into the company's atmosphere, familiar with the company's work processes, and recognize the company's corporate culture.

Doing a good job in human resources management and reserve work is an important task for enterprises. In the follow-up, we should explore talents in multiple channels and in many aspects. We must have a professional and comprehensive talent pool and a management talent pool. According to the manpower needs of the company, timely fill the right talents into suitable positions to contribute to the development of the company.

The ability to develop and innovate is not strong enough. In the future work, we will strive to adjust our work ideas and improve our working methods while we have completed our work. We will put our eyes on the long-term, open our minds, and be proactive and open-minded.

Third, the 2019 work objectives:

Improve the performance indicators of each position and establish a performance secondary assessment system. Improve the use of performance results, performance improvement mechanisms.

Perform functional analysis on various functional positions and positions of the company, and improve job descriptions in a timely manner.

Strengthen the training of staff's job knowledge, skills and quality and execution, management of management personnel management concepts and management methods, and increase internal talent development.

Ensure the timeliness and accuracy of social security, provident fund declaration, and suspension.

Ensure the timely updating of personnel personnel's basic information such as personnel entry, exit, transfer, etc., and keep the information in a timely and effective manner.

Strengthen the management, training and communication of the personnel officers of each project company to ensure the high quality and efficiency of personnel work.

In the new year, I will strictly follow the instructions of the company's leaders, on the basis of daily work, keep up with the company's development pace, and strive to learn professional knowledge to improve professional skills and improve professionalism. We will actively implement the corporate philosophy of "integrity, cooperation, innovation, development" and strengthen active learning and innovative ideas. I firmly believe that with the joint efforts of the company's leaders and all employees, our tomorrow will be even better.

Human resources year-end summary

My name is xxxx and I am mainly responsible for accounting, administration, manpower, and other basic work. For more than a month, I changed my mind in time, adapted to the working environment, withstood the pressure of work, overcame various difficulties, and completed the work assigned by the company’s supervisor. The tasks and work are summarized as follows:

Do a good job in administrative work and improve work efficiency. In the daily administrative work, relying on office automation, do a good job in drafting, recording, documenting, and uploading various documents, and timely arranging and implementing the documents to be implemented. In the implementation of the new situations and new problems found, carefully collect and summarize, sort and organize, change passive to take the initiative, and ensure that all work develops in a certain direction. Seriously implement the company's various systems and work processes, improve and supplement the implementation of the system and regulations, put forward rationalization proposals, continue to learn international advanced management concepts, reduce work flow links, reduce energy consumption; use of office supplies In accordance with the principle of economy, the quota is issued and the inventory management is done at the same time. Regarding the use of the vehicle, carefully calculate the usage, make statistics on fuel consumption and driving kilometers, and correctly reflect the operating costs of the vehicle. In the archiving of employee files and company contracts, the actual work is managed through research, research and discovery of people's favorable factors, and reasonable suggestions are put forward, so that this important factor can play its own talents in different jobs, and each can do its best. In fact, the embodiment of the company's efficiency depends to a large extent on the rational mix of the company's various resources. If the assets are idle, the talents are put on hold, which is a great waste to the company, and the relationship between various factors is coordinated on the basis of rational allocation, especially It is a human relationship. Under the constraints of the system of attendance and other factors, the key is to make the factors of the people to the extreme. First of all, they must be full of work enthusiasm, integrated into the work, and work and rest can exert the subjective initiative of the people. The result, because tired work is inefficient, can only consume financial and material resources.

Do a good job in accounting, correctly reflect the company's cost accounting process in accordance with my usual work habits, in the accounting work, always follow the professional ethics of "dedication, honesty and trustworthiness, objective and fair, adhere to the guidelines, improve skills, participate in management, strengthen services" According to the facts of the company's objective business, timely, objective and accurate records, reports, uploads, abnormal phenomena occurred, timely discovery, timely search for reasons, objective and fair reflection of economic facts; record accounting accounts complete, data Accurately and correctly reflect the income of machinery and equipment, the use of general vehicles, timely statistics and comparisons of the consumption of various materials in the construction of machinery and vehicles at various sites, master dynamic changes, timely analysis of large changes Reason, master the direction of change. The reports submitted by the departments are carefully summarized and reviewed, and reported to the functional departments in time according to the time specified by the company. For the work assigned by the supervisor, in accordance with the principle of urgent emergency, the work should be reasonably distributed to ensure the normal operation of the company's business. While doing a good job in accounting, pay attention to communication with the enterprise department, timely understand the development process of work matters, sum up experience in a timely manner, explore the law of development of work, and enhance the prejudgment of work matters; Work suggestions, make reasonable recommendations for company management, and improve efficiency. Keep confidential the company's business and accounting data and safeguard the company's interests.

Doing a good job in manpower management and maximizing the benefits is the most active factor of the company and the more important value of the creation. Therefore, for the personnel of the company, it is necessary to timely grasp and update the information of the personnel, and use the work to fully discover the advantages of the individual. Make reasonable suggestions in a timely manner according to the needs of the work. According to the actual performance of each person's work, the performance evaluation of the staff is seriously reported according to the company's actual salary and welfare system. In order to realize the continuous development of the company, it is necessary to continuously update the knowledge structure and professional knowledge of the employees. Therefore, it is necessary to adjust the working hours in time according to the actual needs of the work, formulate a reasonable training plan, and pay attention to implementation. It is necessary to improve the company's efficiency through training. Enhance the company's visibility and establish a brand awareness to promote. Pay attention to communication in the work and pay attention to the smoothness of all aspects of the work. After this period of work, I feel that my job is important. Some jobs may not be good enough, but I will be competent in my studies, even though the methods and methods of work still need to be explored and improved at work. The management knowledge of the work is not enough, but I am confident that I can do my own work! The work experience: we must be dedicated and dedicated; we must be honest and trustworthy; we must be objective and fair in doing things; we must improve our skills when we do our work well. Continuous learning; in order to improve corporate quality, we must participate in management and strengthen service awareness.

Problems and deficiencies: The methods and methods of work still need to be explored and improved at work. The management knowledge of each work is not enough. It is necessary to strengthen learning and improve in the future. Self-identification: enthusiasm and generosity, treating others with kindness, well-organized work, clear language expression, and soon being able to integrate into new work and be good at communicating with others. With team awareness, work conscientiously, consciously take the initiative to ensure quality and quantity to complete all work on time. Work performance: Correctly calculate the rental and use of machinery and equipment, general vehicles, timely statistics and comparisons of various materials consumed in the construction of machinery and vehicles at various sites, master dynamic changes, and analyze the causes in case of abnormal conditions. Grasp the development trend; carefully report and review the reports submitted by the construction sites, and report them to the functional departments in time according to the time specified by the company. We will conscientiously do a good job in archiving and categorizing archives and departmental contracts, and timely mastering and updating archive information; in accordance with various work plans, we will focus on implementation.