Summary of a company's year-end human resources work

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 college students, 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 safety facilities, communication, power supply, monitoring, and toll of highway projects, as well as the total amount of contract works, mileage and construction period, and control personnel. Quantity 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 resources management of the company, form a more standardized personnel management, and improve the company's human resources management and development level 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 procedures 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 completed ISO quality identification. 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 staff's quality and ability, 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 Thematic training on the overall 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 for service area management, business process, business strategy, Training in financial management and official document 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 focused on the training of technical personnel, and participated in the computer information system integration project manager and senior project manager training class through the Saibao Identification 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 in the company's internal positions, 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 information 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 the electronic information construction of employee information and materials.

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 inquiry, 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 2006 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 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; excellent 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. Honorary reputation, honored employees with outstanding contributions and employees with excellent work attitudes, and established 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 procedures for the computer information system integration project manager 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.