Summary of the work of the Ministry of Personnel

Article 1:

From January to June 2019, the department's business operations shifted from the original construction project to logistics, real estate, and commercial buildings. According to the characteristics of logistics projects, real estate projects, commercial construction projects and construction projects, the department management combines the requirements of the group leaders with the departments. The departments start from the actual situation and strictly grasp the quality, skills, integrity and responsibility of the employees. The personnel work of the corresponding departments has gradually evolved from static management of transactions to dynamic management of transactions.

1. Talent optimization:

From January 2019 to June 2019, the Engineering Supervision Department entered the ranks of 14 people in March, 34 in April, 25 in May, and 14 in June. As of June 2019, there were 41 new employees.

From January 2019 to June 2019, there were 17 people in rotation and 2 talents. After 17 people arrived at the post, they were trained to 15 people.

In January 2019, three outstanding teachers were selected, namely xx, xx, and xx. There are 5 outstanding students, namely xx, xx, xx, xx, xx.

From January to June 2019, he was promoted to one person, 30 people retired, and 48 people left, which was 0.19 higher than the group's average turnover rate, effectively controlling the turnover rate.

2. Talent training:

From January to June 2019, talent training was conducted in accordance with the departmental system established in 2019. The training categories are divided into: new employee induction training, new employee turnover training, on-the-job employee specific skills and assessment, on-the-job training and assessment, incorruptible training, and corporate culture irregular learning, etc., training more than 150 times.

52 people were declared in the workplace, and the first batch was approved twice.

3.721 performance appraisal:

In January 2019, according to the requirements of the group and the actual situation of the department, the 721 assessment plan was intensified, and the assessment was determined to be “fair, fair, and realistic. At the same time, according to the results of the assessment, 16 employees were dismissed, 14 were observed, and 70 were retired. The 5 assessments were not up to the standard.

4. Welfare salary:

From January to June 2019, the number of birthdays was 86, and 77 people were issued. The remaining 9 were not distributed.

From January to June 2019, it coordinated with China Merchants Group, Dihua Group, Logistics Group and Jianchang Group to solve 13 food problems, 3 project accommodation problems and 1 project hydropower problem.

In March 2019, the salary of 76 people was changed, and there were many unexpected problems in pay.

5. Employee relations:

In February 2019, the social security card was handled by 34 people, 27 people were issued, and 7 people left.

Regularly track the life and learning situation of new employees and 11th college students.

Intermittent work inquiries, life difficulties consultations, etc.

6. File signing

A total of 8 cases were signed. They are: 12 years of human resources planning, rotation transfer system, college students' salary adjustment opinions and plans, training and evaluation trials, persuasion control and separation process, excellent advancement and retreat personnel evaluation notice and plan, performance management 721 implementation plan, 12 years Half-year assessment plan

From January to June 2019, most of the personnel work is still in a passive state of work. There are not enough precautions for pre-control and emergencies of some events. The next half-year work will focus on the staff, focusing on the development of employees' potential and stimulating people's vitality, so that employees can actively and creatively carry out their work.

1. After changing the induction training, the employee will be passively working and naturally developing. Gradually, by December 2019, the new recruits will not only arrange work, but also design their careers according to the department's business goals and personal conditions, and continue to train and continuously adjust the positions and positions in the horizontal and vertical directions. Personal talent, quantity is used, people do their best.

2. Change the idea of ​​controlling and managing with "things" as the center. Try to use "people" as the center, carry out training and education, and instill in ideas. Try to be as active, professional and flexible as possible.

3. Personnel skills, management knowledge, self-learning and training. Half a year of work and study reflects the basic problems of departmental personnel's professional knowledge processing. However, there is a lack of knowledge about the management of some incident prevention and assistance department heads, and there is no way to do so.

Article 2:

In 2010, under the correct leadership of the company's leadership, with the support and cooperation of relevant departments, our department basically completed the duties and related work undertaken by the department in accordance with the objectives. At the beginning of the year, we established a departmental service concept of “efficient and accurate, safe and quality-assured; customer satisfaction, employee satisfaction; company assured, happy”; and “active, patient, courteous, inclusive.” departmental service mentality, set up “create first-class Administrative Service Team" department service vision. In order to improve the work of the new year, the department's work in the past year is reviewed and the work in 2011 is planned. Overview of the work in the year: I. Overview of work in 2010: Human resources management: 1.1 Human resources management: A. Recruitment personnel recruiting 1002 person-times in the whole year, leaving 934 person-times, all of which are effectively deployed under normal factories throughout the year. The production of human resources needs, the overall flow situation and trend of factory personnel are as follows: From the above table, the turnover rate, new rate and net loss rate are not balanced, but the department can basically control the loss rate, the average annual average is 3.44. %, below target ≤ 5%. B. Employee relationship management B. Employee relationship management labor relations: Employee social security handling in accordance with the company's senior requirements throughout the year, comprehensive implementation of social security management, to achieve social security management zero error target. Labor and labor relations: The rate of signing the contract is 100%. Employee communication: The company's suggestion box was established, and the opinions and suggestions of the employees were collected through the suggestion box. The employees' opinions and suggestions were communicated to 45 employees for 45 times, and the number of employees' opinions and communication meetings was organized twice. Employees were interviewed 567 person-times, and some opinions and suggestions on employee management were collected through interviews, and education was corrected for the irregular management behavior of individual managers. Reward and punishment management: The company has made outstanding contributions to the company's outstanding contribution and active participation in the management through monthly rewards, recommended rewards, excellent dormitory awards, and other rewards and punishments. More than 300 people have been punished for violations of the system behavior, which has a preliminary effect on motivating staff morale. . C. Remuneration and benefits in terms of compensation and benefits: C. Remuneration and benefits: Employees' payroll accounting is an important part of the daily work of the company's human resources management. It involves the specific interests of each employee of the company. Based on the original accounting, the salary is calculated. Work gradually entered the standardization stage, and implemented the responsibility of the relevant department staff to ensure that the corresponding accounting tasks were completed on time. In terms of direct labor costs, various departments collaborate and the overall situation is gradually decreasing.

Article 3:

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 the quality of employees, unify understanding, unify thoughts, and act in concert. Therefore, in the work of the last half of the year, it has been organized many times. Employee activities and training, such as organizing employee basketball games, skipping competitions, executive training, and skills training, have 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.