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Summary of middle school human resources management work

In the past three years, Nantong No. 1 Middle School has won a number of awards for its advanced units in spiritual civilization construction, provincial model schools, provincial civilized units, and national demonstration high schools, ahead of its peers. In many talent markets, one is often the preferred target for many job seekers. One person is also proud of being a member of the team. Nantong No. 1 Middle School, why is it so attractive? This, first of all, benefited from the people-oriented management philosophy of the school leadership team. First, be kind to each faculty and staff, so that the school collective and the individual employees to develop simultaneously faculty and staff is a valuable asset of the school, the development of the school requires every faculty and staff to do their best. Only every faculty member agrees with his own school, takes the initiative to make suggestions for the development of the school, and works hard. The development of the school will be like a boat. It is with this common understanding that our school leadership team regards each faculty and staff as a prerequisite for their own management, and regards the troubles and difficulties of treating faculty and staff as the first consideration. For this, one person has a deep understanding. After a long time, Mr. Zeng’s family of three taught at the school. Last year, the relatives of the teachers who died far away in the field passed away. When they packed up their bags and were preparing to rush to the funeral, the school was anxious to think about what they needed, and arranged a special car to send them. The family went. Every time I think about this, the teacher’s family always has tears in their eyes. They say: Just look at this point, we are worthy of a lifetime. This year, the teacher’s lover’s teacher, Ji’s glory, retired. The teacher’s mood was difficult to calm in the last quarter. “It’s too good for us to stay in China. Now I’m retired. As long as I’m summoning, I’m sure to be there, because I’m on the go. China is our eternal home.” Treating every faculty member is also reflected in some details. The school's logistics support work is well-known. On the winter morning, many teachers had no time to use breakfast. They rushed to the school to preside over the morning reading. When they took a class, they found that the canteen had sent hot soy milk and hot buns. Drinking soy milk and eating buns every teacher feels heartfelt gratification. Being a teacher is really happy in one. Young people have a strong sense of initiative, and they have their own considerations for their future. School leaders are well versed in this and try their best to provide them with a stage to display their talents and create conditions for becoming famous. Every year, schools organize large-scale public teaching activities, and each time they launch a large number of new people, let them undergo exercise and quickly improve their business standards. The school also edited their essays and lesson plans into books, and invited them to be published by official publishers. All of this makes young teachers more confident in themselves and grateful to the school. They deeply feel that they can personally develop together with the school, and that the teacher has a future. Second, efforts to strengthen teacher training, to enhance the school's famous brand effect with the style of teachers. Teachers are the school's foundation, the school's famous brand effect is created by famous teachers. In recent years, the school has made great efforts to implement the famous teacher project, the blue and blue project, spend a lot of money to train the backbone teachers at all levels, and send outstanding young teachers to pursue master's degree. At present, each subject of our school has a disciplinary or backbone teacher at or above the municipal level. Their personal style has conquered many colleagues in the teaching profession and many students. The good reputation has established the image of our famous school. However, the school is not satisfied with a few famous teachers. They need a comprehensive improvement of the overall quality of the teachers. For this reason, the school union and the principal's office have jointly built the blue-blue project. The school arranges special tutors for each young teacher to guide and urge them to quickly improve their business standards. Among them, the physical group Zhao Jianrong and Wu Zhishan were rated as provincial excellent teachers and apprentices. Last year, our school also spent a lot of money to send more than 40 teachers to East China Normal University for more than 20 days of closed computer training, so that the teachers' computer application ability has been greatly improved. In the past two years, we have sent 8 teachers to participate in the Master of Education. In addition, more than 40 teachers have participated in the postgraduate training courses, and one of them has obtained a master's degree. In addition, we have selected more than 40 teachers to participate in the training of national, provincial and municipal backbone teachers. At present, 3 people have passed the training of national key teachers. Every time the training teachers feel great gains, they also realize that learning is endless. In one, conscious learning has become a common practice, and lifelong learning has become a common philosophy. In the next stage, the school is planning a full-time foreign language training to lay a solid foundation for the next round of education reform. Third, actively promote the democratic atmosphere, and integrate the school's strategy into the conscious behavior of the faculty and staff. The development of the school is a topic of common concern for all faculty and staff. To this end, the school actively advocates a democratic atmosphere. The atmosphere of the annual teaching representative conference is always relaxed and enthusiastic. The majority of faculty and staff contribute to the school, and the school leadership team also puts forward their own ideas. Direct communication and face-to-face communication make the school's cadre relationship very harmonious. Every step of the school's development of faculty and staff is clear what they should do in it, which makes the school's development strategy deeply integrated into the faculty's conscious behavior. . Several symposiums in various fields each year can honestly tell the leading cadres which aspects are doing well, which aspects are not enough, and where should we start to improve, in this atmosphere everyone thinks that they are one The true masters, and the mutual understanding and recognition between the cadres also make the school's work carried out in a sound and orderly manner. Once a year, the school’s leadership team and middle-level cadres’ deputy faculty and staff must listen carefully and then conduct an impartial evaluation. In the past two years, regardless of whether the school leadership team or the middle-level team has a recognition rate of more than 95%, this is very commendable. Since our school affairs were well done, last year's school affairs public meeting was held in our school. The positive democratic atmosphere of our school left a deep impression on the participants. Fourth, decisive implementation of the full staff, so that the two teams live a few years ago, a place that a teacher yearns for, attracts many people every year to come to ask, but suffers from the rigidity of the mechanism, one can only enter one The situation, lack of vitality, the teacher entered a safe and lack of a competitive atmosphere, so the career and initiative have been affected to a certain extent. In order to change this aspect, the new leadership team took a bold reform of the personnel management system at the beginning of its tenure, adopting a stratified advancement and gradually putting in place a strategy to make the one-year teacher structure one year, three years. Since 1999, the school has broken the urban boundaries and introduced a number of outstanding teachers from the county. One stone stirred up a thousand layers of waves, and the original pattern of the first one was greatly impacted. A group of outstanding teachers in the county area rushed to the forefront of education and management as soon as they arrived at the school. Some of them took up the heavy responsibility of the high school graduating class. Some directly entered the middle class. The understanding of this chess game Many old people have experienced a process of thought: from boycott to acceptance, to high recognition, in fact, people have gradually seen the great role of changing the employment mechanism to improve the school's appearance. The change in the employment mechanism has brought about the vitality of competition, and people feel the crisis of survival that has never existed before. Only by working hard can we be invincible. Some people compare the introduction of excellent teachers in the field to the use of the blackfish effect, because its vitality makes the other fish in the pool of dead water remain undead. The second step, the school is trying to solve the problem that can not enter. In September XX, the full-time employment system was fully launched, competition was on the job, merit-based admission, and the ability to go on, the mediocrity, the whole school was in an unprecedented tension, excitement and panic: the head of the discipline changed for a new person, the grade leader changed Newcomers, department heads changed new people, key positions changed for new people, some people dreamed of becoming true, some people were sad and tearful, and some people felt that their strength in the original position was not enough, and they took the initiative to go to another school to find another way out. ... At the end of the competition, three people could not find their right position and were laid off. This time

The competition for hiring a child makes a youthful vitality, and everyone is doing their best in their own positions, and the work efficiency is greatly improved. The third step is to solve the problem that the middle-level cadres can not go down. At the end of XX, under the supervision of the Political Department of the Education Bureau, the middle-level cadres of the school were openly recruited. 24 comrades boarded the competition platform and competed in the 12 middle-level positions. The number of competitors was fierce, and the fierce competition was unprecedented. Finally, after voting, 12 comrades were elected to take up their posts, and three of them were competing for posts by ordinary teachers. In this competition, four veteran comrades retired to the second line, and two former middle-level dry tribes were selected. The number of people was three fewer than the original. The average age was five years younger than the original one, and the overall structure became more reasonable. It should be said that this is a dynamic management team. After one year of operation, this team has been highly praised by all faculty and staff. It can be said that the implementation of the full-employment system has enabled our faculty and staff and the middle management team to live alive and vigorously. V. Make full use of the incentive mechanism to create a talent highland Nantong No. 1 Middle School is a place to attract talents. This is due to the use of various incentive mechanisms by the school leadership team. From the monthly allowances and job allowances to the distribution of bonuses at the end of each semester, the school leaders must fully listen to the voices of the faculty and staff, and be fair, open, and commensurate with the performance. The newly-introduced backbone teachers have difficulties in housing, and the school helps them to solve problems in a timely manner, so that these teachers can quickly live and work in peace. When the faculty and staff get some achievements, the school leaders always reward them in time, motivate them to make persistent efforts to do their work; Concerns, the school leaders give timely care, the faculty and staff have unique insights into the work, the school leaders will give them positive conditions to enable them to implement, the implementation of the ideas, the characteristics of each faculty and staff, the leaders of the special school are well-known, give them the right job Give full play to the initiative and creativity of the faculty and staff. The school is also committed to the establishment of civilized departments, so that the interpersonal relationship between department departments is more intimate and coordinated, which contributes to the general improvement of team work enthusiasm. The school party committee is also committed to the image project of the party members and cadres and the construction of the banner project, so that the faculty and staff can discuss the things around them and learn the people around them. This bit by bit has turned into an invisible spiritual power. School leaders are also good at using people's strengths to closely link the development of the school with the personal interests of the faculty and staff, and encourage the faculty and staff to actively participate in the management of the school, so that the potential ability of the faculty and staff can be maximized. The school is prosperous, the school is weak, and the school has a sense of collective responsibility. This collective sense of responsibility promotes a higher, farther, and stronger development. In short, Nantong No. 1 Middle School has achieved some achievements in human resources management in recent years. This is due to the advanced concept of modern human resource management in our school's leadership team, which is benefited from the support of the Personnel Bureau and the Education Bureau for the personnel system of our school. Thanks to the unity of the top and bottom, the common pursuit of career development. I believe that with a dynamic mechanism, a passionate team, and a harmonious and democratic atmosphere, the cause of the first one will flourish and become a real talent highland.



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