Human Resources Department work summary and work plan

Summary of work in 2019

In 2019, under the correct command of the leadership of the group company and the support and cooperation of the leaders of various departments, the Human Resources Department actively carried out various tasks through concerted efforts of all employees, focused on implementation, paid attention to actual results, and completed the assignments of the company. Class work tasks have contributed to the company's orderly development. Here is a brief summary and review of the work of the department throughout the year.

I. Current status of the company's human resources in 2019

1. Number of people:

Up to now, the total number of people is 1,463, and the average annual number is 1,413. The total number has increased by 342 compared with the number of 1121 at the beginning of the year, with a growth rate of 30.5%. The total number of people decreased by 256 compared with 1,719 people before the 10-year holiday in October, a decrease of 14.8%.

The current number of departments is 11 leaders, 124 offices, 10 general adjustment rooms, 5 human resources departments , 69 supervisory departments, 33 financial departments, 41 supply departments, 38 sales departments, and enterprise management department. 3 persons in the equipment department, 6 in the engineering department of the Ministry of Safety and Security, 8 in the information center, 1 in the General Office, 6 in the old coke factory, 20 in the migrant workers, 52 in the special line, and 46 in the quality inspection center. There are 330 coking plants, 219 coal washing plants, 135 power plants, 193 chemical plants, 7 coal washing plants, 23 maintenance and repairing plants, 27 coal char transportation teams, 2 carbon black factories, and 16 employees.

2. Gender structure percentage:

The number of male employees was 1,079, accounting for 73.7%. The number of female employees is 384, accounting for 26.3%. The proportion of male and female employees is basically the same as last year.

3. Age structure percentage:

Under 20 years old: 2%. Among them, male workers under the age of 20 accounted for 2.4% of the total number of male workers, and female workers under the age of 20 accounted for 0.8% of the total number of female workers.

20-30 years old: 41%. Among them, 43.6% are male workers and 33.9% are female workers.

31-40 years old: 29%. Among them, 24.2% are male workers and 43% are female workers.

41-50 years old: 18.5%. Among them, 17.2% were male workers and 21.3% were female workers.

51-60 years old: 8.5%. Among them, 11.1% are male workers and 1% are female workers.

60 years old or older: 1%. Among them, male workers are 1.5%.

The age structure of the staff is still dominated by the young and middle-aged male labor force of 20-40 years old. Female workers are obviously more than male workers in the 31-40 age group. This is because some female electricians and female welders who came back from the aluminum factory training were arranged at the beginning of the year. Second, because women workers of this age group basically did not flow, and men The work mobility is large.

4. Academic structure:

The middle school and below are 53%.

High school education accounted for 37.2%.

College degree accounts for 7%.

The university degree is 2.4%.

Master's degree is 0.4%.

The structure of the personnel academic section presents an obvious pyramid-shaped structure, with low-education personnel as the mainstay. The junior college degree is only 7%. The average degree of the middle school has indicated that the company has fewer senior academic qualifications and the higher education personnel have greater mobility.

5. Structure of working age:

Among the existing 1463 people:

398 people who have worked for less than one year, accounting for 27%.

795 people aged 1-5 years, accounting for 54%.

185 people aged 6-10 years, accounting for 13%.

85 people working for more than 10 years, accounting for 6%.

The structure of the human employee's age is an olive-shaped structure with more than two ends. The number of employees aged 1-5 years and working years is less than one year, and the number of employees aged 6-10 years is obviously less. On the one hand, because Coking XX is put into production and the chemical industry is put into production in XX, the staff of our company is younger. The liquidity of our company is still too large.

6, recruitment situation:

This year, the number of applicants was about 530. Compared with the number of applicants last year, about 1,100 people decreased by 51% year-on-year; the number of new recruits was 149, which was 63% lower than the 405 new recruits last year.

7. Transaction situation:

A total of 147 people were resigned in the year, and the turnover rate was 10%. Among them, 55 were resigned, about 30 were resigned, and 2 were dismissed and 60 were delisted. Compared with 153 people last year, it was reduced by 6 people.

A total of 8 orders were issued throughout the year, and about 20 people were also recalled and arranged to work in other departments. Compared with 41 people last year, it has decreased by 13 people.

8. Salary situation:

From January to October, the wages were 14068, and the total salary was 16,743,376 yuan. If the estimated total is 1,500 and 1.8 million in November and December, the total annual salary is about 20,343,376 yuan, which is 11 compared with 22,905,380 yuan last year. %; the monthly average monthly salary was 1,192 yuan, which was 1.45% higher than last year's 1,175 yuan. The growth factor was mainly due to the 1000-day capital increase for safe production.

9. Bonus situation:

In December, there was no bonus calculation. The total amount of bonuses was 245,069 yuan, which was 82% lower than that of 1,352,285 yuan last year. The monthly average monthly bonus was 14 yuan, which was 80% lower than last year's 69 yuan.

If wages and bonuses are combined, this year's per capita income will be lower than last year.

10. Insurance: The total annual pension insurance premium is: 108,528 yuan. Last year, the total pension insurance was 88,659 yuan. Last year, the growth was 19,899 yuan, and the growth rate was 22.4%.

11, attendance:

Based on the statistics from January to October, the annual full attendance rate: about 95%.

A total of 9 attendance violation notifications were issued throughout the year, handling 479 person-times and fined 9,860 yuan.

12. Contract signing rate:

Among the 1463 people in the post, 1100 valid contracts, the signing rate is 75%.

13. The handling of certificates and cards:

Badge: 2,154 new ones, 155 new ones;

Time card: 399 tickets will be issued and 198 will be returned;

Temporary Pass: 568 tickets were issued and 396 tickets were collected.

Second, the main work completed in 2019

1. Labor and management:

We will carefully calculate and distribute wages and bonuses, labor insurance benefits, etc., strictly check and check the attendances submitted by various departments, and calculate wages, bonuses, welfare labor insurance in strict accordance with the company's labor and management system, file salary system, and quota system. Accreditation, regular delivery of salary statements to the financial system, the payment of wages and payments in a serious and meticulous attitude to ensure that there is no deviation. Regularly supervise, inspect and guide the work of laborers in each branch to ensure the completion of the task.

2. Training:

Throughout the year, all kinds of trainings have completed more than 170 sessions, and more than 8,300 people have participated in the study and training, including:

The senior and middle-level cadres of the organization have studied 8 times and trained more than 600 times.

From March to the end of June, the organization of sales and marketing personnel to learn 8 topics 14 times, more than 500 people have participated in the study, 37 people took the test and achieved good results.

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Three full-time safety trainings were organized.

From July 20th to the end of October, we organized a five-round, 38-volume closed-book exam with 748 positions in 142 positions across the company. Among them, 738 people passed the pass rate of 98.66%.

In October, after many consultations with Yuncheng Institute of Technology, 22 employees of our company participated in a one-year electromechanical professional study, which is currently underway.

Training organized by various organizations. All units organize their own learning and training according to the plan at the beginning of the year. Some units also employ experts and scholars to give lectures. The main contents include professional knowledge, management knowledge, safety knowledge, professional ethics, labor discipline, and company-related file system regulations. A total of 138 sessions were attended by 4,539 participants throughout the year.

For the training situation of each unit, the training department will conduct no less than 3 irregular inspections per month. According to statistics, the study time of middle and high-level cadres reaches 16 hours per capita, the average number of professionals reaches 35 hours, and the average number of operators exceeds 60 hours. The training coverage is 100%. The training pass rate reached 98.7%. Compared with last year, it has improved.

3. Attendance and labor discipline:

In the first half of the year, the fingerprint attendance of all employees was started and the "Working Discipline Inspection Execution Rules" was issued in conjunction with the fingerprint attendance operation. Each unit was required to conduct fingerprint attendance check every month, explain the abnormal situation of attendance and explain in a timely manner, and issue a first-time attendance every month. Check the notice and impose penalties for violations. The fingerprint attendance operation and manual attendance operation are checked and recorded every month. Since the fingerprint attendance operation and the intensified labor discipline inspection, the company's labor discipline has been significantly improved, and violations of discipline and discipline have been significantly reduced.

4. Information management:

In the first half of the year, the gradual start of the use of erp began. The information on the current personnel information work was messy and the statistics were difficult to solve. The employees of our department played a proactive enthusiasm and overcame the unfamiliarity with the software system. The lack of information, the huge amount of data entry and other difficulties, while using and exploring, has formed a relatively complete database of information information, the beginning of the second half of the transition from the old wage software to the new software. The use of erp has a good effect on information processing, retrieval and other work.

5. Recruitment:

In the first half of the recruitment process, it was mainly to cooperate with all units to do a good job of employee recall. In the second half of the year, the lack of relevant units was supplemented. The organization carried out the work of the general adjustment room competition, and the railway station staff competed for the job.

6. Participate in performance appraisal work:

Monthly assessment of relevant departments' assessment indicators and record of information, timely submission of information to the Enterprise Management Department, the second half of the year began to participate in employee monthly assessment queuing work, with the assessment of the internal process has been adjusted.

7. Actively participate in other activities organized by the company.

Seriously completed the tasks of planting trees and grass, May 1 activities, and 11 cultural performances. Cooperating with tasks such as iso9000 identification and industrial naphthalene production identification.

8, other

In September, two members of the University of Finance and Economics were appointed to work in the Finance Department. In November, 26 members of the Polytechnic University were assigned to the chemical industry.

Third, the main problems:

1. The dynamic management and summary analysis of personnel information is relatively weak, and the function of providing decision-making basis to the company's decision-making level is relatively weak.

2. The training archives work was not systematically organized, and the ledger of the original materials was lacking. Non-conformities were issued in the 9000 identification and industrial naphthalene identification.

3, teaching and training departments lack of people, lack of information, lack of teachers. With too little learning material, it is recommended that the company purchase some learning and CD books as soon as possible. The external training work should be the head of the human resources department. However, the external training of each unit is always done separately, and it is difficult for the human resources department to collect information. The issue of substitute fees has been repeatedly requested by various units and it is hoped that the company will solve them.

4, employee assessment queuing work in the specific implementation of each unit has some changes. The company's assessment indicators and specific assessment methods should be further considered.

Main work plan for 2019

In light of the current development status and future trends of the company, the Human Resources Department plans to carry out the work in 2019 from the following aspects. The general idea is to make the basic management work to a higher level through assessment:

1. Recruitment: Cooperate with the construction and commissioning of the carbon black plant, and recruit and deploy personnel. Do a good job in daily recruitment and configuration. Do a good job in the staffing of the 2019 power plant restructuring.

2. Training:

Organize high-level leading cadres to study once a month.

Grasp the teaching and management of the electromechanical instrument class and the forensic examination work.

In March, April and May, the team leader training class will be held.

In June and July, we started the study of the full safety month.

In August and September, we will do a good job in pre-job training for new employees before the start of the carbon black project.

In October and November, a random inspection of three rules and safety production was conducted for some positions.

The training of each unit was carefully evaluated throughout the year. The teaching and training department will organize the training account to form a record every month. Strictly assess the implementation of the training plans submitted by each branch, and require each branch to establish its own training account and conduct assessment.

Strengthen internal learning and train on “Labor Law”, “Labor Contract Law”, “Document Writing”, and “ Human Resources Management Knowledge”.

3. Attendance and labor discipline

Continue to improve the various management of the fingerprint attendance machine, add a fingerprint attendance machine in the chemical plant, and cooperate with the information center to monitor all fingerprint attendance machines with the camera. The attendance data report is assessed. Each unit must check the manual attendance and electronic attendance and all kinds of leave procedures monthly, and calculate the salary after the final check to prevent two skin phenomena.

4. Labor and management

The assessment of the timely and accurate submission of all types of labor and personnel statements of all units will be carried out.

Strengthen the dynamic management of personnel information and data statistics.

At the end of each month, Ren Laoke will make a statement on all kinds of personnel information.

The assessment of payroll issuance is carried out to ensure the accuracy of payroll verification.

Do a good job in controlling the turnover rate of workers and the relationship between labor and capital, and the foresight and handling of disputes.

5. System construction

The 2019 personnel will be re-edited in line with the company's operating policies.

Cooperate with the start-up of the carbon black plant to complete the staffing and preparation of the shift.

Improve the relevant training management system such as the "Measures for the Management of Employee Training", standardize management, and improve the efficiency of training and development.

6, other

Do a good job in the admission of students from the Polytechnic University.

In short, through the work of the whole year of 2019, the human resources department is gradually developing towards standardization, institutionalization, and organization. We hope that through our work, we can work hard to improve the operational quality of the company's human resources functions and make the development of Taixing Group in 2019. Make a contribution.

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