2014 Human Resources Work Summary

Article 1:

Group company: 2019, is the first year of the company's five-year strategic planning. In this year, the company increased the authorization of the human resources department, standardized the division of labor of human resources management, and strived from the perspective of professional human resource management. Make the human resources department a professional, systematic, standardized and efficient department. In this year, under the strong leadership of the company's party committee and the board of directors, the human resources department, in the specific guidance of the leading departments at all levels and the joint efforts of all comrades, thoroughly implemented the scientific development concept, in accordance with the "professionalization path, To standardize the requirements of human resources management, overcome the multiple problems of human resources management disorder and the amateurization of human resources management personnel at the present stage, and establish standardized human resource management as the entry point, from the overall situation of change, innovation and development. Starting from the company's five-year strategic plan, emancipating the mind, advancing with the times, pioneering and enterprising, based on their own duties, earnestly implement each job, and strive to learn professional knowledge, providing human resources protection for the company's economy and development. This year is the company's management breakthrough year, and the first year of the professional construction of the human resources department, which means that the company's human resources management work must change from amateur to professional, from fragmented to systematic, so in this year's work, strengthen Learning and building a professional and professional human resource management team is the foundation; it is the principle to build a systematic human resource management model; it is essential to build a diversified human resource management. During the year, HR staff participated in professional human resource management training courses, enhanced the professionalization ability of human resources management, participated in adult re-education, and consolidated various basic knowledge. In this year, the Human Resources Department implemented the responsibility one-on-one, and clearly defined the main responsible for the work of each module; then organically combined the modules to build a systematic human resource management model. In 2019, the professional management ability of the human resources department has made a qualitative leap and improvement, and the overall work has also made considerable progress. However, under the current rapid development of the company, the human resources department still has a lot of things to learn. There are many problems that need to be solved. In view of this, the summary report of this year's work is as follows: I. Summary of work in 2019 The current stage of employee structure is in the age of informationization. Accurate information is an important basis for the company to make strategic adjustments, and accurate human resources information is for human resources. Important guidance for resource planning and staffing throughout the year. 1. As of November 24 this year, the company has a total of 2,239 employees, including 1,299 males and 940 females. The length of the factory is mainly concentrated in 1-5 years and 10-19 years. The total number of people entering the factory for men and women is 1-56-910-1920-2930-3940-49223912999401406545651812942. Among the company's existing employees, the largest proportion is the national education level. The high school, secondary school and equivalent employees have 724. People, the second largest group of employees classified by the degree of education. Doctoral master's degree junior high school junior high school secondary school China small 13821493653591192883. The company's current age composition of the company as shown below. 19 below 20-2930-3940-4950-5960-6940496994658501 Recruitment and configuration 1. Personnel recruitment analysis Recruitment is the most effective way to supplement the company's fresh blood, and efficient recruitment is the driving force to accelerate blood flow. In this year, the Human Resources Department has accepted recruitment applications, and it requires recruiters, actual hires, and recruitment completion ratios. Recruitment number of candidates employed The ratio of recruitment fees compared to the recruitment fee rate in the current year's recruitment, external recruiters, internal adjustments; recruitment times number of external recruitments completed than the external recruiters, undergraduate education level, specialists. Undergraduate colleges and universities in China 2. Personnel allocation situation In the case of some positions requiring recruitment, reasonable arrangements for surplus production of front-line employees. In the second half of this year, adjustments were made to the surplus personnel of the xx branch, which were adjusted to xx branch companies, xx branch companies, xxxx branch companies, and total people. 『 5 』

Total surplus personnel xx branch company xx branch company xx branch company xx branch 3. Internal recruitment situation

Internal hiring is the main way for the HR department to recruit personnel this year. According to the needs of the hiring, the HR department recruits among the internal staff, reduces the recruitment cost, and creates a chance for everyone to be promoted within the company. Everyone has the opportunity. Replacing the atmosphere of the working environment and improving employee loyalty, the personnel required by each employer adapt to the new position faster, further reducing the management cost, overcoming the long external recruitment time, entering the role slow, and the recruitment cost is high. Decision-making risks are high and affect the enthusiasm of internal employees.

training and development

The company is developing continuously, the internal and external environment is constantly changing, and the influence of various factors. When the company faces a series of new difficulties and new problems, it must be trained to effectively solve it. Training is an effective way to improve employees' work ability and skills.

1. On-the-job training

On-the-job training is an effective means to help new employees understand and adapt to the organization and accept the corporate culture. The Human Resources Department organizes relevant departments of the company on the company's development status and future development planning, professional ethics and labor management system, such as factory regulations, labor safety, environmental protection, occupational health, social security, job responsibilities, employee rights and wages and benefits, etc. On-the-job training for new employees and a total of training sessions.

2. On-the-job training

On-the-job training is an important means of improving the ability, attitude and skills of working employees. This year, the Ministry of Human Resources organized a total of on-the-job training, including graduate training, Zhongxu Ying plan training, president executive training, Jia Jing training, year-end performance appraisal, next year's human resources planning and dynamic salary design training The Sichuan Institute of Chemical Technology has trained people and held a number of vocational skills training for in-service employees.

3. Construction of internal trainers

While using external trainer training, we will speed up the construction of the company's internal trainers. In this month, we will initially determine the internal trainer team, and Zhonghao consultant Tan Haobo will train the internal trainer team on the training process etiquette, skills, etc. Training.

Training is an investment, not an expense. In this year's training, the total cost of training is RMB, and the average number of participants in the training is equal.

Compensation and performance

1. Total compensation management and salary payment

The control of total compensation is the focus of the HR department's compensation work. At the beginning of the year, the Human Resources Department budgeted the total amount of compensation for each branch according to the output and profit indicators of each branch of the group company. In the total budget for the current year, the total compensation of the group company was 10,000 yuan, and the compensation of each branch company. Total amount is shown in the table below

Total xx branch xx branch xx branch xxxx branch xx branch xx branch fair and fair wage accounting, increase the enthusiasm of front-line employees, as of November, a total of wages, the number of people, per capita wages. Compared with last year, employee wage income increased by a percentage point.

2. Attendance management

Strengthen the attendance management, purchase the fingerprint machine at the beginning of the year, record the fingerprints in time, and formulate detailed attendance management rules, standardize the company's attendance management, formulate the overtime management system, do a business trip management, and check the employee's attendance in detail.

3. Performance Management

Actively cooperate with the development and construction of the company's performance management by the xx project team, participate in the whole project operation process, and establish a performance and compensation management pilot program after the project team withdraws from the company, and organize each unit to determine the position value of the unit and the employee's appropriate position. All units of the organization shall formulate their own performance management plans and conduct trial runs. As of December 1, four assessment cycles have been tested. At the same time, in the performance appraisal trial operation process, we continuously collect opinions and suggestions from various aspects, and do basic work for the adjustment of the next performance management plan and the formulation of the management system. The monthly performance of each unit is as follows.

Branch office

August

September

October

November

Xx company

Xx branch

Xxxx branch

Xx branch

Xx branch

Xx branch

Employee benefit management

Social security management

Employee benefits are part of social and organizational security and are a supplement and continuation of wages. The Human Resources Department has completed the withholding and reporting of company and individual social insurance premiums on time and in accordance with relevant state policies. Relevant policies and regulations have handled the company's pension and unemployment insurance, and so far, the company has paid more than 10,000 yuan of social insurance premiums.

The new endowment insurance for new employees in 2019 will be completed, and the employee insurance registration and review will be completed in 2019.

According to the regulations of the social security department, actively work for the employees to pay for the medical expenses for hospitalization due to illness and work injury. In the whole year, employees of the company were hospitalized and hospitalized, and the number of hospitalizations was injured. The medical expenses were paid, totaling 10,000 yuan.

2. Free funding for

Familiar with national policies, strive for unpaid funds, and create non-productive profits for the company. Timely completion of the application for subsidies for unemployment insurance for companies in difficult enterprises has been reviewed by the Employment Center; the application materials for the “Earthquake Disaster Assistance Certificate” have been completed and reviewed and approved by the County Employment Center, the Finance Bureau and the Discipline Inspection Department. In January-December, the Ministry of Human Resources has won a total of about 10,000 yuan of unpaid funds.

3. Occupational disease examination

In order to strengthen and protect the occupational disease prevention and health of the company's employees, according to the relevant provisions of the Law on the Prevention and Control of Occupational Diseases, the first-line employees of the branches of the company organized the frontline employees to conduct occupational disease prevention and control inspections, and inspected the remaining people in total to prevent occupational diseases. Played a role.

>4. Retirees Management Service

The Human Resources Department is the bridge and link between the company and the old comrades. All the staff of the department not only did a good job in the ideological and political work of the retired employees, but also gave a warm reception to the retired employees who came to visit the letter and carefully explained the work. On the occasion of the "99th Chongyang Festival" in 2019, under the care and attention of the company's leaders, the retired employees were given condolences to make them have a happy and peaceful holiday.

5. Festival condolences issue

Do a good job in heatstroke prevention and cooling, holiday condolence activities. In 2019, a total of xx00kg of labor insurance tea, 4xxx boxes of preserved eggs, 2xxx boxes of moon cakes, and xx.40 million employees will be paid.

Employee relations and labor disputes

Serving employees with sincerity and fairness, and constraining employees with laws, regulations, and contracts is the essential feature of employee management. In 2019, a total of registrants, retirees, dismissed persons, workers’ injuries, contracts Renewal, new signing.

Entry registration, retirement registration, termination of labor relations, work contract, renewal of new contract, employee turnover rate, enhanced information management, standardized roster, establishment of a comprehensive personnel management file model, and analysis of employee situation.

Take all feasible measures to ensure the development of the census

This year, all personnel of the Human Resources Department and relevant personnel of each branch participated in the sixth national census, strictly followed the census program, and conducted multiple household surveys. Master the actual situation of the residents in each district of the company. In this census, a total of census persons, census households, and census plots. The census results are accurate and reliable and have been reviewed by the relevant authorities at the higher level.

Compensation and performance reform

The change in compensation and performance is the core of the work of the Human Resources Department this year. Throughout the project development process, the Human Resources Department participated in the whole process, from the preparation of materials for each seminar to the collection of assignments after the seminar, from the questionnaire. Collect statistics, organize the job descriptions, organize and arrange various interview processes. Throughout the project, the professional skills of the HR staff have also been greatly developed. 12345

Second, the lack of work in this year

In the past year, the standardization of human resources work has initially established the direction and goals of the work, and introduced the management concepts and work of human resources into the daily work of various business departments, and also provided the service work that we should provide. However, there are still many distances from the company's requirements and our own goals. We have not yet reached the ideal expectations of our employees. There are still many shortcomings that need to be adjusted and improved. details as follows:

Human resource management lacks medium and long-term development plans, fails to provide professional reference for the company's development and decision-making, and fails to provide professional support, consultation and guidance for the long-term development of other departments.

The concept of human resource management has not been deeply rooted in people's minds. The human resources management system and processes have not been smoothly implemented in daily work, and there is still a sense of distance from the use requirements of middle and grassroots managers.

The management of personnel recruitment and transfer and resignation work has not yet been fully ordered. The human resources statistics work is still relatively junior, and the speed and accuracy of information update needs to be improved.

The responsibilities and positions of the department have not yet been completed, and they need to be actively recognized by everyone, and human resources need to provide more professional guidance for each department to improve the responsibilities and business processes of each position.

The company's performance appraisal work is relatively extensive, the indicators are relatively simple and single, and there is no real role in using performance management to guide managers and employees, and to unify their concerns and behaviors into the company's development direction and goals.

The performance appraisal schemes between the units are relatively independent, and there is no unified value guidance and direction guidance for the performance evaluation. Each unit not only acts as an athlete but also as a referee, and designs its own assessment plan.

The contradiction between salary structure and performance appraisal and employee labor relationship has not been considered in a unified way. The deep contradiction brought about by salary structure and performance appraisal has not been solved.

The employee welfare system needs to be further sorted out so that it can be institutionalized and open, and support the construction of a benign corporate culture and working atmosphere.

Lack of systematic and long-term training system planning: Although the training work is carried out in the long run, the depth and breadth of training need to be further strengthened. The effectiveness of the training needs to be assessed and improved through training.

The construction of employee relations needs to be more systematic and strengthened. The legal awareness and legal consulting service level of the human resources department needs to be further improved. The laws and regulations of the provinces and cities of the country should be understood and implemented in conjunction with the work of the department, and the development of the company should be provided. Helpful service support.

Team building: The professional level is still insufficient. Many members have insufficient professional level at work, and their work is not active and confident. They lack opportunities to understand the company's basic business and work, and lack the initiative to learn. There is a need to strengthen professional knowledge and work experience, and it is necessary to strengthen understanding and learning of the company and business. Only continuous learning can really do the work of the human resources department, especially the service work.

Third, the next year's work plan

Improve the foundation of human resources management, start from the post analysis, confirm the responsibilities of each department and the job responsibilities of the main management personnel, assist each department to improve the job responsibilities of each position, establish the qualifications of the positions, and the post value system;

Prepare medium and long-term human resource development plans and submit them for approval;

It mainly focuses on the revision and standardization of the trial plan for compensation and performance, and continuously supervises and manages the operation process;

According to the duties of the post and other factors, establish an effective performance appraisal indicator system, and guide each unit to adjust and improve the performance appraisal plan of the unit according to the appraisal index system, and promote the solid implementation of the performance appraisal work;

Promote and promote the implementation of human resources management systems and processes;

Strengthen the construction of human resources information, do a good job in statistical analysis of human resources, and provide support for the company's development;

Do a good job in all human resources services;

In short, human resources as the core resources of enterprises will directly determine the core competitiveness of enterprises. Therefore, from the company level, it is required to not only establish a human resource management system with competitive advantages, but also to make the daily specific work of all aspects of human resources fine, good, and home, thus helping the company to form a unique culture of the enterprise. And atmosphere, improve company cohesion and maintain the company's innovation and vitality. From the employee's point of view, it is to establish a career path that encourages employees to win in accordance with the company and employees, design their own careers in the enterprise, continuously improve their professional skills and level, enjoy life happily and enjoy work when achieving self-development goals. Company together

Article 2:

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.

Article 3:

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.