2019 Work on Human Resources Summary Work Plan for 2019

The industrial company was reorganized at the beginning of 2019. I was transferred from the Personnel Administration Specialist of the Industrial Leasing Company to the person in charge of the Industrial Company. It has been nearly one year. In this year, there are gains, mistakes and results, and learning to grow. Repeated tempering in this year has further improved my professional knowledge and made great progress in working methods and efficiency. Below I briefly summarize the human resources work of Industrial Company XX in the following years:

I. Establish and improve a standardized human resources management system

The legal norm is the minimum precondition for the enterprise to retain people. The main work of this year is to establish and improve the various norms and management systems of human resources management: "Industrial Companies Salary Management Measures", "Industrial Company Bonus Management Measures", "Industrial Company Performance" Implementation Rules for Assessment, "Implementation Rules for Training of Industrial Companies", "Measures for Compensation of Industrial Door and Window Companies", "Measures for Compensation of Industrial Decoration Companies", etc. From entering the company to the position change, from performance appraisal to criticism, from daily appraisal to resignation, the human resources department operates according to the file program, and adopts the principle of not doing things right, providing employees with as much personalization as possible. The service hopes to achieve the legitimacy and seriousness of each work, and enables employees to feel the company's "people-oriented" concern and the serious atmosphere of the system through activities related to their personal interests.

Second, according to the organizational chart to allocate talent for the enterprise

At the beginning of XX, with the reorganization of industrial companies, the organization of the companies belonging to the industry has also been adjusted accordingly, which has intensified the problem of the shortage of personnel in industrial companies. At the same time, the industrial decoration company was established in May XX. Since the decoration industry is a professional industry, the decoration market in Langfang is relatively young, so the industrial company recruited the backbone of the enterprise in large cities such as Beijing and Tianjin through various channels. personnel. In October XX, the decoration team of the decoration company has been basically completed, and the required personnel will be added one after another according to the project development. The specific recruitment situation is as follows:

In the recruitment work of XX, the industrial company recruited 42 employees at the end of October XX. Among them, the employees of the industrial company have one administrative staff, one driver and one cleaning person, for a total of three people. The employees of the industrial door and window company have one manager assistant, two technicians, one worker, one accountant and one business supervisor. One person, one salesman, three warehouse managers, a total of ten people; the industrial leasing company recruits two employees, one for the warehouse, one for the security, and one for the thirteen, for a total of sixteen; One employee office, one budgeter, four designers, one accountant, two warehouse managers, two project managers, one hydropower engineer, and one security person, totaling thirteen. From the end of XX to the end of the year, on the basis of fully communicating with the heads of industry and affiliated units and department heads in 2019 and 2019, we will do a good job in the 2019 recruitment plan and be a good person for the development of industrial companies. reserve.

Third, organize and implement various training according to the annual training plan of XX

Although each employee's success criteria vary, the pursuit of success is the ultimate goal of every employee. Therefore, training is not only the personal goal pursued by employees, but also the welfare enjoyment that employees dream of. It is also the duty and responsibility of the company, and it is also a very effective incentive for enterprises to motivate employees. Giving employees growth and development opportunities is an important manifestation of the company's potential to tap employees' needs and meet employee needs.

Through the formulation of the “Industrial Company Training Implementation Rules”, and based on the training needs of various units and departments and the overall needs of the company, an annual training plan has been established, from basic safety training, quality inspection training, quality management training, team cooperation training, Base management innovation training, executive training, corporate culture training, etc. to meet the development needs of enterprises. Especially for the status quo of industrial decoration companies, the Personnel Administration Office of Industrial Company has trained the “Decoration Company Management Development Plan”, “Financial System and Process”, “Appraisal Implementation Rules and Staff Job Description”, and “Employee Daily Behavior” for all management personnel of the decoration company. Specification, etc.

XX year of training we started from scratch, according to the training process to finalize the training time, location, training content and training methods, will also do all the relevant work after the training, after the training, the training effect survey summary and timely feedback to The lecturer, the training situation and the staff's opinions will be solved in the first time. Although it is complicated but has no vigorous performance, it is gratifying that the employees have grown up. From their summary, I have seen that they have become more proficient in their business after one year of training.

Training is insisting. Through each lesson, I also learned a lot from the lecturers. Everyone has a bright spot. Thanks also to the trust of the leaders and the support given by the brother company.

Fourth, clear job description

Clarify the job responsibilities of each employee of the industry and its affiliates, so that employees can clearly understand their job responsibilities, work content, work permission, working conditions, necessary job skills and reporting and responsible relationships with related positions. This year's job description has been completely drafted, and the job descriptions of the heads of the departments of the industry and affiliated units have entered the “performance responsibility book” signed at the beginning of the year. Although it has been issued in writing, some departments only have a form, and they have not clearly informed the work standards of employees and the rewards and penalties that exceed or fall below the job standards. Therefore, some employees have not yet formed clear work goals and do not understand the results of the work. Under the premise of the company system, employees do not achieve self-motivation, self-management and self-development, and naturally incorporate their own growth into the established target track of the enterprise to achieve common development.

Work plan for 2019

After a year of shocks, the company has been on the right track since XX, and the staffing is basically in place. The real estate industry is heating up, and a large number of competing companies are flooding into the Langfang market. There is a need for human resource management innovations that correspond to the ever-changing era. The environment requires employees to handle work quickly and skillfully. Enterprises need a leadership team that can cultivate such talents. In view of the characteristics of this stage, human resources management mainly focuses on the establishment of continuous incentives and innovative human resource management systems as well as personnel training and development systems.

1. Establish a legal and innovative human resource management system

Today's information is open, the market is open, and talent competition is equally open. In the era of information openness and talent competition, whoever has a legal, open and innovative human resource management concept and management system will have core competitiveness. The industrial company in 2019 is a key year for business development. At this stage, enterprises will drive the transformation of the human resources management system.

First, compare the 2019 Labor Contract Law to sort out relevant contents of the current human resources management system of the industrial company;

Second, investigate and analyze the human resources management system of the same industry in Langfang area, combine the problems encountered in the implementation process of the current system of the industrial company, sort out the company's system, establish a concise work flow, and facilitate the implementation of policy measures;

Third, forecast the consumption level of Langfang area in the past few years, investigate the salary level of key positions in the industry, the frequency and extent of salary changes, the amount of year-end awards, and the method of cashing and growth, and establish openness based on the phased characteristics and development plans of industrial companies. Legal and innovative compensation and bonus management methods;

Second, establish employee recruitment channels

In XX, the employees of various industries and affiliated companies have been basically in place. In 2019, the company focused on recruiting professional and technical personnel. Because the number of professional and technical personnel in Langfang market is small, the quality is not high, and the liquidity is not strong, it is necessary to investigate and open up personnel information. The recruitment channel with high update rate, many professional and technical personnel, low cost and full function has laid a solid foundation for the recruitment of industrial company personnel. The specific measures are as follows:

First, analyze the gains and losses in the recruitment process in XX, and share the recruitment experience with each brother company;

Second, analyze the recruitment channels that are being used, develop available but unused features, and take advantage of each recruitment channel;

Third, according to the development plan of industrial companies in recent years, determine the demand situation of personnel in the next few years, and select the professional recruitment website suitable for industrial companies for research and development, and communicate with brother companies to share recruitment channels. Improve the recruitment channel usage rate;

Fourth, predict the personnel needs of the industrial doors and windows and the decoration project department, investigate the recruitment route, recruitment effectiveness, recruitment costs and other factors of the project location, and sort out the recruitment channels according to the characteristics of the project, so that the recruitment work can achieve low cost and good effect.

Third, legal employment

In the new year, we will implement a full-time appointment system, a full-employment labor contract system, standardize the employment system, protect the interests of both enterprises and employees, and gradually increase the incentive incentives, establish a sound welfare system, and effectively provide employees with insurance, health, food, clothing, housing and transportation. The aspect is relieved of worries.

Fourth, combined with the training of corporate strategic planning

In 2019, industrial companies entered a stage of rapid development, and competition intensified. The company needs to reflect the agile and technically capable employees and the leadership team that can cultivate such talents. Targeted training this year: focus on management concepts and skills training for managers. At the same time, we adopt a variety of training methods, such as expatriate learning, management of CD-ROM learning, reading activities, Internet learning, teaching by external lecturers, and hiring group lecturers. The training of ordinary employees, combined with the employee career development files established by the Human Resources Department , focuses on skills training for professional and technical personnel through the group of trainers, and the general employees focus on execution, corporate culture and professionalization.

V. Establish a management system for continuous incentives

Management needs to be constantly improved, talents need continuous incentives, and only continuous incentives can continually mobilize the enthusiasm and creativity of employees, making the company full of vitality and passion. From the employee level, with the continuous improvement of employee quality and staff standards, the needs of employees continue to increase, and the accompanying incentive levels need to be improved accordingly. From the enterprise level, the focus of continuous incentives will be tilted to key departments and key employees. The incentives to be established in 2019 are as follows:

Incentive Mechanism Cash Non-cash Fixed Performance Salary Short-term Training and Development Honor and Promotion Corporate Welfare Personal Benefits Floating Long-term Bonus, Dividend and Option Basic Salary Ability Responsibility Results Security Sense of Sense of Sense of Sense of Sense of Sense

Sixth, "people-oriented" corporate culture to ensure the sustainable development of enterprises

Excellent culture has become the key to the company's long-term success. In order to effectively promote the development of enterprises, we must manage soft materials, specifically to find advantages - because they are applicable - excellent managers - dedicated employees - loyal customers - sustainable development - actual profit growth - stock appreciation, thereby Achieve “the mission of the company to achieve performance improvement through people”. It also needs to cooperate with the General Manager and the Administration Department to make all employees deepen their understanding of the corporate culture through various forms such as website, publicity column, employee activities and employee training.

The Human Resources Department will also carry out the hierarchical management of talents from the perspective of attitudes and responsibilities, and carry out the management mode of “skilled people” for management talents, leaders, sales talents and technical talents, that is, the positive role of talents who adapt to the needs of the post. Can not be used in small materials, destructive and encouragement, can not be overkill, let people not meet talents; talent flow is normal, training people, developing people, sending talents to the company is the responsibility of all departments, leaving the talent is also a free publicity Member, is the spokesperson of the corporate image. Therefore, people-oriented, not only in recruiting and employing people, but also in the management attitude and specific measures after the employee leaves or even leaves the post. The human resources department should have the concept of a large talent. It is necessary not only to use the benefits to retain talents, to retain talents, to retain talents in culture, to retain talents in positions, but also to pay attention to career retention, opportunities to stay, and development. According to the “2/8 rule”, 80% of the company’s performance depends on 20% of outstanding talents.

2019 Human Resources Work Summary References for the 2019 Work Plan :

Human Resources Department Year-end Work Summary Human Resources Work Summary