Summary of personnel work

Article 1:

I entered the company as a consulting assistant on November 9, 2019 and became an ordinary employee of the company. On September 23, 2019, he was promoted to the Administrative and Personnel Department's trainee manager, and was officially appointed as the Administrative and Personnel Manager two months later. From the time of entry to the present, I have reviewed the work for nearly a year, and there are still some improvements. I will summarize the essays from my work in three parts.

First, personal conduct:

When I first joined the company, as a new employee, I didn't know much about the company. In order to adapt to the new working environment, I received every job here with a return to zero. Every colleague, every company. A system. In order to get to know the situation of the college as soon as possible, I collected a lot of information from the company to learn. When I encountered something I didn't understand or didn't know, I asked my colleagues in time. In this way, I took the shortest time to master the company's situation and laid the foundation for the work. Due to my hard work and outstanding performance, I was promoted to the Administrative and Personnel Department trainee manager in September.

During my time as Manager of the Administration and Personnel Department, I worked diligently, adhered to principles, and did every job well. It is upright and principled. This is also the professional quality that must be possessed in human resources work. The administrative personnel department itself is a balanced lever that regulates the interests of enterprises and employees. It is just integrity, and it is to ensure the fairness and justice of handling affairs. For example: adhere to the assessment system when doing employee attendance assessment, do not relax the conditions for any individual reasons; strictly observe the college system in organizing meetings, attending training, etc., as a benchmark, when employee behavior does not meet the system requirements Strictly enforce the behaviors stipulated by the system and impose penalties on violations.

Second, management thinking:

I appreciate Wang Shi’s words in the “Global Communication” advertisement: “Everyone is a mountain. The most difficult mountain to climb in the world is actually its own. Strive to go up, even if it is a small step forward, it has a new height”. According to my understanding, the height is different, the vision is different, and the angle of thinking is different. Then I ask myself to think about the problem from the perspective of the leadership and the college, and grasp the overall concept. Only in this way, we provide the programs and suggestions. It is comprehensive and valuable; it can do its work as its own thing, put the interests of the college and the interests of the students first, and truly contribute to the leadership, decompression, and contribute their own meager strength to the growth of the students.

Third, actively organize employee activities and employee training

Employee activities are effective regulators for relaxing and working conditions, and are a way to increase team cohesion. Employee training is an effective way to improve employee ethics, unify understanding, unify thoughts, and act in concert. Therefore, in the work of the last half of the year, many times Organize employee activities and training, such as organizing employee basketball games, skipping competitions, executive training, and skills training, and has been recognized by employees.

Fourth, administrative service work

Administrative work is a service work, providing good services for all departments, cooperating with the work of various departments, building a home for each employee, and letting each employee have a sense of belonging is our unshirkable responsibility. To this end, we start with the beautification of the office environment, conduct weekly health assessments, and publish them on the list, praise the good health, criticize the poor health, so that every employee can recognize that the office is our home. Celebrating birthdays for birthday employees is also part of building a corporate culture that allows employees to feel the care of their loved ones and the warmth of their families.

V. Reward and punishment have laws

The reward and punishment of law is also an effective way to motivate employees. Spiritual and material rewards for employees with significant progress and outstanding contributions are recognition of employee achievement and an effective way to motivate other employees. To this end, we have named the Best Progress Award, Best Contribution Award and outstanding staff in 2019, encouraging truly outstanding employees and setting an example for other employees. Of course, it is also necessary to punish employees who violate the rules of the college, fail to complete their work in time, and produce results. Of course, punishment is not an end. We must let employees recognize their mistakes and encourage them to work hard. Work hard and submit a satisfactory answer to each job.

In the past year's work, my efforts have made great progress. Through the Ministry of Personnel's work summary essay, I am looking for ways and techniques to better perform 14 years of personnel work.

Article 2:

Time flies, and in the blink of an eye has been working in the company 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 a better lens and guidance in 2019, I will summarize my work in the past few months as follows.

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, posting 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:

In xx years, all the staff of our department can conscientiously implement the spirit of the 16th National Congress of the Communist Party of China and General Secretary Jiang’s guiding ideology on the "Three Represents", closely surrounding the annual work ideas and work centers of this Council, according to the spirit of the Education Work Conference of the district. Strengthen the construction of the teaching staff, implement the reform of the education personnel system, and improve the faculty of the faculty. Under the care and guidance of the leaders of the bureau and the support of the brother departments and grassroots units, the comrades of the whole department will further carry forward the rigorous, pragmatic, united and dedication. Tradition, successfully completed the annual work plan and the tasks assigned by the superior organization and leadership.

I. Strengthen political business learning and improve the quality of political business

Combining the nature, tasks, and meetings of personnel work, strengthening the party's "15th National Congress" archives, the spirit of the "fifteenth session of the Sixth Central Committee" and the spirit of the party's "16th National Congress", and profoundly understanding the party's guidance on educational personnel work Significance, enhance the consciousness of "learning, politics, and righteousness" in the market economy and the importance of practically practicing the "three represents." Adhere to the study of Deng Xiaoping Theory and the "Compulsory Education Law", "Education Law" and other laws and regulations as a key task, further understand the strategic position of education under the new situation, enhance the consciousness and sense of responsibility for the education and personnel work in our district, and strengthen Learn about personnel discipline, work practices, and procedures.

Second, strictly implement the policy provisions, and earnestly do a good job in graduate employment placement and personnel allocation.

1. In order to do a good job in personnel allocation, our department conducts a survey on the status of teachers in each school, does a good job in predicting the needs of teachers, and does a good job in personnel statistics and planning and reporting in a timely manner.

2. Implement the employment policies of graduates in the provinces and cities, and do a good job in resettlement. As the deployment work has been carried out, and in strict accordance with the policy requirements and procedures, 14 graduates of the normal university department, 34 graduates, and 18 graduates of technical secondary schools in English, art, music and sports have been successfully placed. The 2000 graduates of the secondary school and the general education divisions of the Ministry of Education’s appraisal of the employment agreement were also arranged in accordance with the conditions of the agreement. There are also 7 teachers' general education and special education majors that cannot be arranged. After giving an analysis of the employment situation and the employment policies of provincial and municipal graduates, and fully doing their ideological work, they are willing to choose another career.

Third, steadily promote the reform of the internal management system of schools

1. Continue to deepen the graduates to implement the probationary appointment system. After the expiration of the trial period of 80 graduates in 2001, they were selected according to their performance. The 100 graduates assigned in 2002 continued to identify the employment contract.

2. Promote the principal responsibility system and faculty appointment system. In conjunction with the “Implementation Opinions on the Comprehensive Reform of China's Small Internal Management System in Quanzhou City” drafted by the Personnel Section of the Municipal Education Bureau, the plan for the reform of the internal management system of China's small schools was initially formulated, and it was established in Majia Middle School, Luoxi Middle School, Heshi School District, Wan. The school district is responsible for the full-time employment system for the faculty and staff of the school, in order to fully implement the full employment system of the Chinese all-round staff, improve the internal management system reform of the school, and better promote the pilotization of the teaching team towards scientific, standardized and track creation.

3. Full implementation of the teacher qualification system. In accordance with the unified deployment of the provincial and municipal education authorities, the first is to do the job qualification certification for the first batch of in-service teachers. A total of 800 applicants apply in the district. After reviewing the national language level test, physical examination and “two-school” training, 692 is left. The person passed the qualification certification of China's small teachers, and did a good job in personnel information entry and system management and certification work. Second, the social work teacher qualification certification and the preliminary work of some in-service teachers' qualifications were completed. Mandarin training, two Mandarin tests, more than 1,200 people have passed the second-class B level, accounting for 67% of the teachers and staff of the district, improving the language ability of teachers, and paving the way for future qualifications. .

Fourth, accelerate the pace of the construction of China's small faculty, and implement new progress in the “Cross-Century Gardening Project”.

According to the provincial and municipal requirements for the training of Chinese small principals during the 10th Five-Year Plan period and the relevant regulations and the full implementation of the requirements for quality education, we attach great importance to the training of Chinese junior teachers and strive to improve the political and business literacy of Chinese principals and teachers.

1. Extensively mobilize and encourage Chinese small teachers to actively participate in the training of higher education. So far, 65% of the full-time teachers and teachers in secondary schools have participated in the “professional promotion” self-study and correspondence exchanges in the university department. 80% of the full-time teachers of the national college participated in the college self-study and electricity. In large-scale classes and other situations, the full-time teachers of the university graduated from the university accounted for 15%, and the junior college teachers who graduated from junior colleges accounted for 13%. .

2. Fully implement the Chinese small school principal's certificate-providing system, comprehensively complete the training tasks of the Chinese primary school principals during the Ninth Five-Year Plan period, and strive to carry out the training of the principals, and select one of the principals of the middle school and the principal of the National Primary School to participate in the training of the principal principals. Organize 3 middle school principals and some national principals to participate in the principal's training to improve the class, and submit some of the district management reserve cadres and the new Chinese primary school principals to participate in the principal training of the Quanzhou Normal University and the teacher training school, and select social forces to run schools. The principal attends the principal's job training.

3. Organizing and organizing pre-job training classes and apprenticeship training courses for Chinese Xiaoxin teachers. 100 Chinese Xiaoxin teachers participated in the centralized training of Quanzhou Education College and Teacher Training Schools while they were in regular training.

4. Effectively grasp the training and testing of all the information technology teachers in China. In the initial stage of training, each township and township set up training courses, hired computer teachers to give lectures, set up test sites in Majia Middle School and set up test sites in Luoxi Middle School, and trained a total of 1,100 people. 800 people took the test and obtained a certificate of competency. At the same time, a group of personnel will be selected to participate in provincial and municipal computer and Intel computer training. After large-scale training, two training points will be set up in vest and Luoxi to train primary, middle and advanced information technology. It laid the foundation for the modernization and scientificization of education in our district.

5. Solidly carry out the provincial and municipal selection and training of small-scale Chinese teachers. Among them, 30 key teachers in the middle school and 35 key teachers in the national small school are assigned to provincial and municipal training.

V. Further deepen the reform of professional titles, do a good job in the evaluation of professional titles of teachers and the appointment of professional and technical positions, and fully mobilize the enthusiasm of teachers.

1. Strictly grasp the professional and technical job evaluation. Seriously do a good job in the middle school, the evaluation committee for the evaluation of the senior staff of the national junior high school, and the recommendation and approval of the discipline organization; strictly implement the relevant job policies of the province and the city, and complete the preliminary examination of 253 junior high, high and junior teachers in China. After the qualification work was confirmed, there were 125 national teachers, 22 middle school teachers were qualified as junior teachers, 60 middle school teachers and 40 small school teachers were qualified as intermediate teachers, and 6 middle school teachers were qualified as senior teachers.

2. Seriously do a good job in the annual assessment and evaluation of teachers in the 2001-2002 academic year, and strictly control the excellent proportion.

3. In accordance with the procedures, the examination and approval procedures for the examination of teachers' posts and the examination and approval of the appointment of teachers are carried out in 2001.

Sixth, highlight the education of teachers' morality, and carry out extensive and in-depth education and education, and create excellent evaluation activities.

1. Extensively and in-depth study and promotion of the "Education Law", "Teacher Law", "Chinese Teacher Professional Ethics" and other laws, regulations and provisions to further enhance teachers' consciousness of fulfilling the sacred duties conferred by law and improve teachers' thinking Political consciousness and professional ethics. While maintaining the legitimate rights and interests of teachers, we will further standardize and improve the management system of teachers and staff in our district, and impose administrative sanctions on a small number of teachers who violate regulations.

2. Under the cooperation and support of relevant departments, carefully organize and carry out excellent evaluation activities, establish typical examples, and commend outstanding teachers and educators. During the Teacher's Day in 2002, the selection and commendation of 41 district-level outstanding teachers and advanced educators, established a model among the majority of teachers, and promoted the spirit of dedication and dedication of the people's teachers.

7. Care for retired cadres and teachers and push the work of the old to a new level.

1. Retirement procedures for 18 retirees of retirement age in each Chinese primary school in a year.

2. Care and condolences to retired cadres and retired teachers. Our department and the cadres of the old cadres went to the school to inspect and supervise the implementation of the life and political work of the veteran cadres, ensure the political and living treatment of the veteran cadres, and use the New Year's Day and the Spring Festival to sympathize with retired cadres and teachers.

8. Earnestly implement the wage policy and do a good job in the approval and bonus distribution of the school's wage fund.

1. Timely pay the wages and subsidies of all levels for the faculty and staff of all schools, and do a good job of reviewing the unified payment of wages by the state treasury.

2. Review the distribution of the 2002 annual assessment bonuses of each school.

3. Handling the increase and decrease of the salary fund of the staff transfer and the distribution of graduates.

4. Handling the approval of the graduates of colleges and universities in 2001 to the positive and fixed salary review and approval.

5. To handle the examination and approval of the increase in teacher-age allowance and post allowance for teachers in various schools in 2002.

6. Handling and adjusting the formalities for the promotion of the staff's normal promotion of wages.

7. Handling the examination and approval of wages after the appointment of teachers in each school.

Main deficiencies and problems:

It is not enough to systematically study political theory and education personnel politics and regulations; it is necessary to check the implementation of policies, regulations, and opinions by schools. Because of the time relationship, it is impossible to conduct grassroots inspections, and there may be implementation of policies and regulations by grassroots units. The phenomenon of insufficient strength; the reform of the personnel system has fears.