Summary of the work of cadres in the human resources department

One semester of work has passed, and the past has become a memory, and one important thing after the end of the work is to pick up and sort out some important pieces of the memory.

The internal change of the Human Resources Department has been successfully completed. Bearing in mind the inheritance and development, balanced continuity and innovation. The addition of the new officers has added new strength to our human resources department . Thinking and improving in work efficiency. Actively welcome the introduction of the new concept of mi and the implementation of the next semester event planning. All of them indicate the development within the Ministry of Human Resources and the promotion of the social strength as a member of the Social Welfare Department .

Of course, one semester of work is a semester of success and deficiency. In addition to success, there are still some shortcomings that need to be reflected.

Personal summary: After a semester, I have a lot of things to gain. If the last semester is a process of accepting new things, then this semester is a process in which fine learning has probably understood things. The president changed, the department recruited, and the club changed..... Everything was light after the experience. I can say that a big change in my body is to ruin my high school period, and my thoughts are no longer in learning. Start learning how an organization runs development, how a group communicates, and how an activity plans to run. I thought it would be almost the same, but chatting with Zimei during the summer vacation, she asked me: What did you learn in the department? My answer is nothing more than a general one. I asked me, "What role do you think you are in the department?" The question was asked during the interview, but I didn't really think about it after I got to the department. She asked again: How do you think our department should develop? ..... I suddenly felt that I have not thought about too many problems in the past year.

I began to discover that in my previous work, I was really lacking in thinking. Because of the lack of thinking, sometimes some feelings can not be transformed into a timely accumulation of experience. Because of the lack of thinking, some problems have not been discovered in time, and things that have been recalled for a long time afterwards have finally come to an end and are thought of well. Because of the lack of thinking, my contribution has not been as great as the same effort. I don't know if other people have this problem. In any case, this is a problem that is unfavorable to their own development. Whether they are from the perspective of the department or their own, they are in urgent need of correction.

Department summary:

In general terms, the development of the department is divided into two aspects: internal and external:

Internal:

l Heritage:

1 First of all, we must figure out what we can inherit.

The first is departmental culture. This uncle has already had a specific explanation on the blog.

The second is the departmental spirit. This blog also has instructions.

The third is the way the department acts. I think this is the weakest of the three points in the department. There are two main types of work in the department: one is administrative work and the other is engaging in activities. I think that what I left behind in the activity can be just a rough idea, which is conducive to the innovation of later generations. However, the description and summary of the administrative work should be detailed and detailed, that is, a specific template, accurate to the specific division of labor, to whom to do. For example, this Tao Tao and self-proclaimed change, there are a lot of annoying things for them to deal with, it really takes a lot of time to do something almost the same every year. If you say that the entire activity process is written down this time, and indicate what is particularly important to pay attention to, it is intended to allow the latecomers to "step by step" in some links that must be done but have little effect on their own growth. The latecomers follow this program and continue to improve the process, it should be able to make the administrative work faster and better.

2 is what we need to deliberately leave some inheritance.

At the end of the summer vacation, I looked at the blog of the department. Although there are a large number of articles in it, there is indeed a small number of departments that have been handed over for so many generations. Even some of the ideas of their predecessors have never been branded on this departmental blog. The vast majority of the human data CDs given were for 10 years. Everyone in the department will have experience and gains. It is very likely that some of the realizations are different from others. It is not a pity that some understandings disappear with the departure of their predecessors. I think that the department can have a rule. When everyone leaves, they carefully recall the years they have worked for, and write down the feelings and feelings that they feel are meaningful to stay on the blog, not only to commemorate their own days, but also to be I gave a gift to the later teachers and sisters. Another point is: I can't trace back a lot of things in the blog before the department's activities before 08. This means that many of the possible ideas or experiences that were useful before the 08 were lost. In the future, I still want to encourage some highlights of the activities I have done on the blog. For example, some seniors have used their own experience to find out if the guests are late to use which method to save more effectively, and published an article such as "On the guest late crisis. The article dealing with the method name, this is also a wealth worth inheriting.

3 is the way of inheritance.

For the time being, there are three ways to inherit the department. First, oral propaganda is often expressed as a problem. The second is the disc given at the end of the period. The third is the blog. But I think the strength is not enough, especially for the officer level. One method is for one person or several people and is not systematic enough. Method 2: The internal version has to be completed in one semester. Method 3 is indeed inconvenient for the unopened officer, and the current blog looks like few people... So you can add two more on the basis of these:

1 paper department manual. When the new recruit comes in, it will be issued. This helps members quickly understand what is relevant to the department and also fosters a sense of belonging.

2 ordinary cultural penetration. This includes not only subtle ways, but also "naked". For example, at a certain meeting, members said: Recently, a new article has been published in the departmental blog. Everyone must have a look! ! It’s best to ask the members to mention the blog, so that they can get the chance to see the blog.

1 Correctly handle the recruitment and training of members.

a: Recruitment: There is a general intent to recruit before the move.

I also experienced a department recruiting. After the final two rounds of interviews, it took a lot of controversy to recruit a few people. Even the old-level officer-level discussion did not produce a unified result for nearly half an hour. When it was decided, it was still not a controversial decision. This is mainly a question of "carrying that type of talent." When we discussed it, we found that everyone has different biases in their hearts, and it is really difficult to unify the opinions of all people in a short period of time. Therefore, it is necessary to conduct a meeting discussed at the beginning of the recruitment work. At least, in the process of selecting talents, what kind of talents do you need in the minds of the departments? Is it a bitter dry type or an outwardly active type or a versatile type? A person who is very strong but has an attitude to be corrected does not give an opportunity? People who are embarrassed but eager to make progress and loyalty are not allowed to enter? Although it is determined by people and circumstances, is there a general collective trend before it is better?

b: training aspect

1 Carefully cultivate the sense of belonging of new members.

Although it is said that since the new members recruited, they also conducted training, gatherings and other activities. But compared with the last semester, the intensity of fostering a sense of belonging is not so great. The reason is that 3:1 is more busy than when you just joined the last semester. 2 people did not have enough time. 3 There is no task of cultivating a sense of belonging. Everyone only knows in the subconscious that they want to establish a sense of belonging to new members. There is no clear “who” to advocate and organize.

I remember that there was a long problem in the opening of the meeting, so the meeting was compressed as much as possible, and even the time after the exchanges with each other was compressed or even abandoned. Of course, after the department is familiar, such communication is called chat, but for newcomers, the meaning is much more important. When new members join, even if everyone's time is not enough, you can squeeze a little time from here to promote emotions in the form of communication. of. At the same time, the link that went up and said that the harvest and experience was also cancelled. I think it is necessary to add this link in the meeting after the end of some important activities. Increasing the efficiency of the meeting does not mean that all the limbs must be cut off, and some meaningful branches can still be retained and optimized.

Another point is that dinner is a good communication platform, but it is difficult to get together for many reasons, and there is a growing number of people gathering together. If necessary and possible, you can change the time and place of the dinner. Try to keep this tradition well.

2 Align the mindset of new members.

From the point of view of the new members, from the beginning of the entry into the human resources department to the end of the semester work. The most things you do are related to physical strength. Of course, start with physical strength, and then go to the familiar working environment, and then turn to the brain. This is a good strategy. But in the process of training new members, there are three important steps that must be done.

The first is a description of the characteristics of our department's activity cycle. The main activities of our department are mainly concentrated in the last semester, and the next semester is relatively abundant, so it may help the other departments to be more busy. This does not mean that the department is not a big activity and is a vassal of other departments.

The second is to emphasize the way to look at the physical activity of this semester. I remember that when we came in, there was often Yuchen instilling "side thinking while doing things. If you want to do this activity, if you do something abnormal, what are the advantages and disadvantages of doing so?...? "thought of. Many occasions have been mentioned to us many times, even to the extent that we have physical strength to have such a subconscious level. However, after Yuchen left, no one has repeatedly said these words. Even in training, this aspect has not been highlighted. This change may have little effect on the old members, but it is not good for new members. Mentality.

The third is to analyze the opportunities and challenges they face to new members. The opportunity is that after they come in, there are more “physical” jobs, and it is relatively easy to understand the working environment. The challenge is that in a short period of time, more work is based on “physical strength”, so the ability to develop activities is considered. Weak and need to be more thoughtful in this regard. This will give new members a big direction and may be more helpful to their growth.

3: Improve departmental efficiency:

Correct understanding of efficiency. In the past, efficiency is the ratio of performance to time at work, but I feel that we have to add a very important metric to the communication between the members of the department. In the past, there have been comments that there is a lot of room for improvement in the efficiency of the department. Therefore, in this semester, everyone has seen the efforts of the ministers to improve efficiency. Indeed, the efficiency of the department has been significantly improved, but like the former members. As stated in the sense of belonging, the increase in efficiency does in some ways weaken communication between members. Therefore, while improving the ratio of work performance to time, while maintaining or even improving the intensity of communication, it is a further pursuit to improve the efficiency of the department.

4: Gradually dissolve work and study

To tell the truth, I still remember that when I first entered the social association, several training-like activities mentioned two issues. One is how the new students face up to the next few "physical" labor. I think that our department has a deep theoretical foundation and it is a successful solution. Another question is how to balance work and study. On this issue, the practice of the Social Welfare Association is to invite some of the members of the HKCSS to learn the experience and answer questions on the spot and set an example for the new members. This method solves the mental problem. Power source, but then there is no following in the actual system and program, for members