Summary of the work of the personnel commissioner

Article 1:

The 20th year is the first year of the national “Eleventh Five-Year Plan”. In the past year, under the correct leadership of the Municipal Bureau, under the care and guidance of the Provincial Bureau of Highways and the Municipal Personnel Bureau, the Personnel Section has taken the full-year work objectives of the Bureau as the starting point and conscientiously implemented it. The important thinking of the "Three Represents" and the spirit of the Fourth, Fifth and Sixth Plenary Sessions of the 16th CPC Central Committee closely focused on the overall work thoughts and work centers of the whole year, promoted the reform of the personnel system, and improved the quality of the cadres and workers. Under the guidance of the leaders of the bureau and the support of the brother departments and grassroots units, the comrades of the whole department further carried forward the spirit of rigor, pragmatism, unity and dedication, and successfully completed the annual work plan and the assignments organized by the superior organizations and leaders. work tasks.

First, strengthen political business learning, improve the quality of political business and work efficiency.

The personnel department is an important department of each unit, and personnel work is an important task for every unit. The good or bad work of personnel work is related to the vital interests of each employee from a small perspective. In the big respect, it is related to whether the whole unit can continue to develop. If the relevant policies and regulations are not allowed, it will cause damage to the interests of the employees, which will hinder the progress of the entire unit. Therefore, it is especially important to learn and master the policies and regulations related to national and local personnel work. In the past year, we have combined the actual situation of our bureau and the nature and tasks of personnel work in our work. We have continuously strengthened the study of policies and regulations on various aspects of personnel and personnel work at the national and local levels, and updated our own situation according to the development of the situation. Know how. At the same time, we also pay attention to strengthening the business training of personnel and cadres of grassroots units, and strengthening the business knowledge, policies and regulations of personnel cadres of all units. In view of the actual situation of personnel cadres in various units and the introduction of some related new policies and regulations, we not only focus on strengthening their usual business guidance, but also organize them to participate in training courses organized by relevant city departments. In the first ten days of December, we organized a training course for labor and management of the overall personnel cadres, and invited relevant leaders of the Municipal Personnel Bureau and Labor Bureau to explain the knowledge about wage policies, job title declarations, labor laws and regulations, and improve their comprehensive business. The quality enables them to accurately grasp the policy in their work, to learn policies, understand policies, and act according to policies, so as to further reduce the number of unnecessary mistakes in their work in the future and greatly improve the efficiency of work.

Second, do a good job in wage adjustment, welfare treatment, job title declaration, retirement, and other services to enhance service awareness.

We always adhere to the guiding ideology of doing practical things, doing good things, and the purpose of serving the employees wholeheartedly, and strive to serve the grassroots units and the overall workforce. Over the past year, we have actively sought the support of local government departments and, in the conditions permitted by the policy, timely handled wages, benefits, and retirement for employees. First, the job promotion salary adjustment work was completed. The salary of the comrades who have been promoted in the overall scope of this year has been adjusted and approved, totaling 16 person-times; 9 employees have been transferred to the formalization procedures; for the 7 college graduates, the procedures for capital increase and social security have been processed. The second is to complete the job registration of professional and technical personnel. In accordance with relevant policies, we handle all kinds of job title declarations for cadres and workers who meet the requirements. This year, we organized 3 qualified employees to apply for senior professional technical titles; 4 qualified employees applied for intermediate professional technical titles; at the same time, they carefully organized the overall junior technical title appraisal meeting, and 36 qualified primary professional titles. The employees of the conditions and 22 employees who have obtained professional technical titles to apply for professional technical positions shall be evaluated and the results of the evaluation shall be posted and posted according to the working procedures. The third is to do a good job in the work of retirees. This year, we handled the retirement procedures for 24 employees who have reached the retirement age, and distributed survivors' living allowances to the families of the deceased workers. The fourth is to do a good job in the distribution of labor insurance products. In order to ensure the health and safety of employees, we have distributed 650 sets of labor insurance products to employees this year.

Third, continue to promote the reform of the personnel system and vigorously promote the overall development of the overall personnel talent work.

The issue of talent is a key issue in the development of a unit. Over the past year, we have always focused on the development strategy of “Talent Talents”, recognized the new situation, clarified new tasks, grasped new requirements, conscientiously did a good job in the personnel work of the Bureau, and worked hard to form a good environment for talents, talents, and talents. First, do a good job in personnel training, increase investment in human resources development, and strengthen the capacity building of human resources. This year, in accordance with the spirit of the relevant archives, combined with the actual situation of the unit, we have specially formulated the "Measures for the Management of Employees' Education of the ** City Highway Administration", cultivating talents in a planned manner, further standardizing the management of the overall education of employees, and continuously improving the political literacy of employees. And the quality of business, strengthen the construction of science and technology. The second is to do a good job in talent introduction. In accordance with the talent strategy of the municipal party committee and the municipal government and the “Measures for the Implementation of the Graduates of the ** City Highway Administration Recruiting College and Technical Secondary School”, we will introduce urgently needed talents for the unit in light of the actual situation of the unit. This year, we have introduced a total of 7 graduates from colleges and universities, including 3 graduate students, and accumulated talents for the development of our bureau. The third is to use good talents to create an environment where talented people come out and people do their best. We will deepen the reform of the personnel system of cadres, improve the personnel management system for personnel cadres, and improve the talent evaluation, selection, and incentive mechanisms that focus on morality, ability, and performance. In order to strengthen the management of the talent team and fully mobilize the enthusiasm, initiative and creativity of the overall cadres and workers, we worked with the General Office to formulate the Interim Provisions on the Administration of Professional and Technical Personnel of the ** Municipal Highway Administration Bureau, aiming at the overall professional and technical personnel. Management, examination and examination, continuing education, and mobility have formulated a series of detailed management regulations, and implemented a separate system for the evaluation of professional and technical positions. According to the position setting and assessment, the selection of personnel with corresponding professional and technical positions is preferred. Appointment. According to the actual situation, you can hire low-level and high-level employees, or you can hire low-ranking jobs and break the lifelong system of professional and technical positions. At the same time, according to the development of the situation, from the actual situation of the Bureau, the treatment of various professional and technical personnel has been improved accordingly. By adopting various measures, the talents of the bureau can be made to be able to attract, retain, and use well, and gradually establish a team of professional and technical personnel with reasonable professional structure and basic quality.

Fourth, do a good job in internal management, so that all basic work is timely and accurate.

Scientific management is an important means for the unit to form an overall advantage and maximize efficiency. In the past year, the Personnel Section has incorporated work plans into scientific management, so that there are plans for work and monthly, everything is arranged, the current target is clear, division of labor and cooperation, and joint management, in accordance with standardized and standardized management requirements, Make personnel work in a disciplined and orderly manner. First, in accordance with the requirements of the Municipal Personnel Bureau, from the perspective of scientific management, the staff rosters, labor wage accounts, staffing manuals, salary fund manuals, and social security manuals of all units have been reorganized and verified. The computerized management, monthly report and quarterly report are all reported in a timely and accurate manner, and all the grassroots units are organized to complete the annual work review of the 20xx year and the declaration of the social security payment base. The second is to effectively grasp the basic situation of the retirees of the unit and do a good job in the management of retirees. This year, we organized the laborers at the grassroots units to conduct a thorough investigation of the basic situation of retirees in the overall scope, and summarized the data. sort out. Other basic work is also handled carefully and resolved in a timely manner. The third is to strengthen the file management work. This year we have completed the re-cleaning of the personnel file. The main purpose is to make the personal files of the general cadres and employees of each unit classified and stored according to the unit, so that the attribution is clear, the content is perfect, and the archives directory is established at the same time, so that the inspection is quick, convenient and efficient. For other personnel information that is not included in the personal file, organize and store it by year, and prepare a catalogue. Established a standardized file management system to institutionalize file management.

The 20xx year is the first year of China's "Eleventh Five-Year Plan". Summarizing the past and looking forward to the future, we will continue to firmly establish the scientific talent concept, strengthen the talent team, improve the quality of talents, optimize the talent structure, improve the employment mechanism, and give play to the role of talents. In order to further promote the development of personnel talents in our bureau, the Personnel Section will earnestly do the following work in 20xx.

1. Complete the work of 20xx in accordance with the requirements of the leaders of the municipal bureau and the superiors;

2. Increase the management of professional and technical personnel and general cadres, establish a standardized and accurate personnel basic information database, and provide evidence for leadership decision-making;

3. Continue to strengthen the introduction of talents, especially the introduction of highly educated professional and technical personnel, to create a good environment for professional and technical personnel;

4. Further strengthen the management of the internal industry to be scientific, reasonable, standardized and tidy;

5. Continue to strengthen business learning, improve work ability and work efficiency.

Article 2:

Since the beginning of this year, under the correct leadership of the party group, we have adhered to the "project-driven, perfect system, innovative service" as a guide, closely surrounding the "two grasps and pushes" strategic objectives, in-depth implementation of the strategy of strengthening the city, innovation and efforts Progressively, it has better completed the work targets set in the first half of the year.

First, based on the market situation, focus on the overall situation, comprehensively improve the overall ability and level of talent work services

1,

Follow up on new projects and new businesses, and actively provide various types of talent services. Visiting the wind power enterprises in the industrial park, understanding the current situation of the enterprise scale and the needs of employment, timely grasping the enterprise information, packaging and introducing the talent center business to the enterprise, and solving a series of problems from the recruitment of employees to follow-up services, which have been well received by enterprises. Continue to strengthen ties with enterprises from other provinces and cities, expand business scope, and broaden employment channels. It has established a long-term cooperation mechanism for labor transportation with five large enterprises including Ejinaqi Sanhe Chemical Co., Ltd. and CNOOC New Energy Yumen Wind Power Co., Ltd. For the long-term cooperation units such as Xinjiang Jinfeng Technology Co., Ltd. Jiuquan production base, we recruited staff, according to the requirements, organized the screening of applicants, accumulatively recruited 17 people, successfully recommended employment and signed a labor dispatch agreement by the dispatching department. It provides job seekers with better job opportunities and creates conditions for business collaboration between departments.

2. Taking the construction of human resources market and social security service center as an opportunity to continuously promote the pace of market construction. Since the establishment of the human resources market and social security service center construction plan, the bureau leaders have attached great importance to it, set up a market construction work leading group, and set up an office. The staff of the bureau are specially responsible for the project work. The leaders of the bureau took the initiative to attack and repeatedly went to the province. Docking, actively negotiate with the Municipal Bureau of Land and Resources and the Planning Bureau to strive for support for the construction of human resources market. Especially since the mayor of Kang, he has been very concerned about market construction and has convened relevant departments for coordination. The land is now basically determined. The preliminary work of the research work is ready, and only the municipal government can issue documents to enter the implementation stage.

3. Vigorously carry out talent exchange work and build a platform for recruiting job seekers. On the 18th of each month, a large-scale talent recruitment fair was held regularly. In response to the needs of enterprises and the needs of job seekers, a special recruitment fair for Pioneer Seeds was held in January, and a special recruitment fair for women's day and a special recruitment fair for KFC were held on March 8. In the first half of the year, a total of 6 job fairs were held, and 78 recruiting units participated. Carefully follow the follow-up service of the recruiting unit. On the 19th, we will conduct a telephone call back to the company to understand the recruitment situation of the recruiting unit. For those who have not recruited suitable personnel, we will recommend suitable talents within one week. Vigorously develop online members, review expired members in a timely manner, and mobilize them to complete the formalities. At present, there are 31 online members, including 22 quarter members, 4 half-year members, and 5 members throughout the year. At the same time, we also strengthened contact with townships and communities, went to 17 communities in 12 urban areas, and carried out labor transfer promotion, distributed recruitment information, publicized the contents of job fairs, collected job search materials, enriched talent pools, and established contact communities. Long-term mechanism for townships and towns.

4. Enrich the service content and continuously improve the personnel agency and talent dispatch work. Effectively strengthen the management of archives, inspect the existing archives of the archives, re-arrange and store them, register and create books; establish a record book for the archives to make the file management work more refined, strict and regular; carry out the scattered file Clean up and regularize, and establish an electronic version of the transfer letter information registration form, which is convenient for future reference. The staff of the Jiuquan Health School, Jiuquan Vocational and Technical College, Jiuquan People's Hospital, Huimin Hospital, Axe institutions, and the county and city have implemented the file transfer and agency procedures of the employment unit. Renewed the labor dispatch agreement with the Agricultural Development Bank Jiuquan Branch and the counties and municipal branches, and connected with the Hercules Royal Beauty Center, Gansu Luneng Jiugang Wind Power Company, China Resources Power Wind Energy Co., Ltd., Lanzhou Bank Jiuquan Branch, etc. China Resources Wind Power Co., Ltd. and Lanzhou Bank Jiuquan Branch signed a labor dispatch agreement; timely issued the wages of the employees of each dispatch unit, and timely paid social insurance; earnestly completed the fourth and fifth batch of newly hired personnel of Goldwind Technology and Dingxin Wind Power Physical examination, entry and other work; in the first half of the year, a total of 201 file agents were handled, 559 files were transferred, 40 were simply kept, one agent was handled, and 12 were recorded.

5, start early, and do a good job in college students to report on employment related preparations. Strengthen employment guidance for college graduates. Strengthen the propaganda of the employment policy, and provide professional consulting services for the employment of college graduates; continue to improve the employment of college graduates, recommend employment and other related services, and strengthen follow-up management. In the first half of the year, a total of 125 graduates were registered for the previous graduates, and 35 graduates were re-issued to apply for employment. At the same time, this year's college graduates are coming to the peak. In order to do the registration work this year, we started early, cleaned up the archives, conducted pre-job training for relevant personnel, improved the meaning of the service, and completed the registration work. Foundation.

Second, strengthen management, refine measures, and continuously promote the healthy development of various businesses

1. Constantly strengthen the construction of the personnel examination center and actively undertake various social examinations. Continuously improve the staff of the test center, the responsibilities of the invigilators, the requirements of the proposition work, and the discipline of the examination room. Strengthen the construction of the test question bank, and establish a relatively complete question bank of the Jiuquan City Personnel Test Center. There are civil service test questions library administrative professional ability test, public foundation, application, entrance examination question bank, education, car driver, medicine and other tests. Use more than a thousand sets of questions. In the first half of the year, we took over the propositions and interviews of the recruiting staff of the Jiuquan Municipal Government, the propositions and examinations related to the recruitment of staff in the 2019 institutions in Aksai County, and the recruitment examinations for the staff of the institutions in Subei County in 2019. The proposition and examination related work, the Health Bureau man-machine dialogue test 2 issues 4 days, a total of 968 people.

2. Consolidate traditional training and earnestly do a good job in computer training exams for professional titles. While doing traditional training, we will actively expand our work ideas, create conditions, and open up new areas of training. Carefully organize professional and technical personnel title computer training, continuously improve the teaching level of lecturers, overtime teaching management, strengthen services, urge the lecturers to prepare lessons carefully, strengthen communication with the trainees, timely understand the acceptance level of the trainees, adjust the lecture content and change the lectures. In the first half of the year, a total of 3 training sessions were conducted, with a total of 3 shifts, and 330 people participated in the training. In cooperation with the professional title department, the computer test for professional technicians was completed twice, 8 days and 54 sessions, and 640 testers. Group of 1714. Cooperate with the Bureau of Payroll to complete the invigilation of the examination of technicians in institutions and institutions.

3. Improve institutional measures and earnestly carry out the review of non-public economic titles. With the rapid development of the non-public economy, the number of professional and technical personnel recruited by non-public enterprises has not increased. In order to better provide a full range of services to non-public economic units and professional and technical personnel, we have continuously improved the evaluation system, strengthened the review of archival materials and academic qualifications, ensured the authenticity of the title evaluation, and passed the evaluation of the initial evaluation meeting. A qualification certificate was issued. In the first half of the year, a total of 7 non-public unit junior titles were reviewed.

4. Intensify the supervision and supervision, and the training of talent driving school is stable and rising. The first is to strengthen internal management. The staff will conduct business training and assessment every month, and implement the registration system for coaches to work. The training must be done without leaving the car. The results of the assessment are linked to the salary, ensuring that the driving school's work is carried out efficiently and orderly. The second is to rationally develop training plans. According to the different progress of the trainees, each vehicle will be assessed separately, and the normative and uniform teaching will be strictly controlled. Before each subject exam, the driving school will first take the exam first. If you have a good study, let him take the exam first. If you have a gap, you should teach it separately. If you can't take the exam, you should try it again. In the first half of the year, the first examination of 12 subjects, the average pass rate of 90% or more; subject 2, a period of 10 exams, the average pass rate of 85%; subject 2, 2 exams 5, the average pass rate of 85% or more; subject three exams 5 The average pass rate is 100%. The training was qualified 194 people, 170 people were issued, and 24 people were waiting to be issued. In the first half of the year, students were recruited: 234, and 170 graduates were trained. The third is to conduct student surveys. The return visits to the trainees ensured the interests of the trainees, eliminated the occurrence of eating, taking, cards, and the phenomenon of the phenomenon, and maintained the reputation of the school. The fourth is to focus on safety education. Constantly strengthen the safety awareness of coaches and trainees. Before leaving the car, you must check the condition of the vehicle. After receiving the car, do a good job of vehicle maintenance to ensure that the vehicle is 100% safe to exercise. We have also strengthened the management of the guards, and registered on duty, resolutely. Eliminate the chaotic behavior of vehicles. At the same time, actively cooperated with the Municipal Personnel Bureau to hold the "Gansu Provincial Government

Personnel Specialist Work Summary 2:

Time flies, and in the blink of an eye, I have been working in Fuchuan for more than half a year. In the intense, busy and fulfilling work, with the help of the company's leaders and colleagues, I work while learning, and there are also improvements. In order to have better reference and guidance in 2019, I will summarize the work of my work in the following months.

First, recruitment work

1. Understand the management of new positions in various departments and the needs of personnel in various departments.

2. According to the actual needs of the personnel of each department, the targeted and reasonable recruitment of employees has been equipped with various positions. Through a series of practical measures: GF recruitment information, online recruitment, on-site recruitment, post recruitment advertising and other ways to recruit talents, effective, complete the company's demand for more than 60 talents in the second half.

Second, establish, improve and standardize personnel file management

1. Documenting existing personnel: ID card, academic certificate, physical examination report, photos, etc. The current employee files are complete.

2. Make timely harvesting, sorting and filing of archival materials.

3. Complete management tasks such as new employees' entry, rectification, transfer, and resignation.

4. Implement weekly statistical work on the number of incumbents in each department. Monthly statistics and reconciliations are made for newcomers, rectifications, salary adjustments, and resigned personnel.

5. Talent pool file management. Improve post-hiring efficiency.

Third, employee training work

1. Complete the training of new recruits: employee entry management regulations, attendance management methods, work discipline, etc.

2. Complete the business etiquette training work of the sales department, the administrative front desk, the front desk of the marketing department, and the technical department.

3. Assist the Purchasing Department in completing employee material training.

4. Fully assist the R&D department to train the technical backbone of the production and technical departments.

Fourth, employee relations

1. Find the chats of employees in various departments to understand the thoughts and dynamics of employees in various departments.

2. Return visits to the departing staff to understand the real reasons and thoughts of the resignation of the departing employees.

3. Cooperate with the work of various departments to assist in handling various emergencies.

Article 3:

I am honored to join this big family in 2019. I have been in the company for more than 4 months. With the enthusiastic help of the leaders and other colleagues, I found that I have undergone tremendous changes in the past few months. Colleagues are also constantly improving and striving toward the same goal. The new year has come, and it has brought new challenges. I will welcome the New Year with a new look.

The work of 2019 is summarized as follows:

1. Collect and manage the personnel files and other materials of the company's employees, maintain the integrity of the company's files, and provide more accurate information for future analysis;

2. Responsible for managing employee labor contracts, handling labor and related procedures;

3. Implement various company rules and regulations to deal with employee rewards and punishments;

4. Assist in the specific transactional work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers, and tracking the implementation of interviewers; 5. Helping to establish positive employee relationships, coordinating employees and management Layer relationship, assisting in organizing various activities of employees;

6. Responsible for accounting the salary of all employees of the company, because of their own carelessness and mistakes, but with the help of the leadership can be satisfactorily resolved;

7. Can handle insurance and work-related injuries independently;

Eight. Help the company's other colleagues to book train tickets, to solve the worries of everyone's travel. However, I feel that I still have shortcomings: the predictability and creativity of the work are not enough, there is still a certain distance from the requirements of the leadership, and the knowledge of human resources is still lacking. In the future work and study, I will further strictly demand myself. Learning from the leaders and colleagues with humility, and constantly improving their professional qualities, can face greater challenges and will not be eliminated by the trend of the times.

Finally, I wish the company a smooth sailing in the New Year, a year better than a year!

January 6, 2019