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Hotel Human Resources Department work summary and work plan

Hotel Human Resources Department work summary and work plan resignation old age, welcome the new year, the past XX years is a busy and fulfilling year, is also a year of joining the company from strange to familiar, working in a year, Let me continue to learn and grow. The following is a summary of the work in XX: First, the system construction aspect 1) At the beginning of the year, the responsibilities of various departments were compiled and improved, including administrative personnel, finance, store managers, shopping malls, after-sales, and business. 2) Under the leadership of the general manager of the company, cooperate with the president's office to sort out the company's various management systems. 3) Standardized the work flow of the Human Resources Department , and compiled, revised, and formulated a total of 26 daily personnel application forms. 4) Under the leadership of the general manager of the company, according to the actual situation of the company, the company's staffing and finalization have been verified. 5) Revise the management structure diagram of each department according to the changes in the company's structure. 2. Recruitment and training Due to the partial work of the department, the recruitment and training work at the beginning of the year was undertaken by Sheng Yan. Later, because Sheng Yan privately collected the salesperson's clothing expenses and was expelled from the company, he took over the recruitment and training work and left the remaining problems of Sheng Yan. If privately promised that the salesperson returned the clothing fee in full, the personnel file management confusion, etc., the content of the on-the-job training was sorted out, and a recruitment activity in April was organized. In April XX, Liu Wei joined the company, transferred the recruitment and training work, and actively cooperated with them to make the work smoothly handed over. At the end of October, Liu Wei resigned and took over the recruitment work again. He compiled the information of the salespersons of Liu Wei, and contacted the recruitment companies and headhunting companies to sort out the company's recruitment channels. After taking over the recruitment work in November, a total of 33 people were employed and 17 were resigned. A total of 15 merchants were asked to hire salespersons. Among them, 7 were implemented, and the rest were merchants who were too demanding, not suitable, or merchants. The low treatment is unwilling to go. III. Assessment aspects 1) The company has designed a 360° assessment form. The departments involved are: finance department, general administrative staff, internship salesperson, and store management personnel. It was used at the beginning of the year, but it did not continue with the changes in the company's structure, management staff, and changes in my workload. 2) According to the company's April adjustment requirements, the performance appraisal tables of various departments were designed, including: vice president, after-sales department, finance department, business management department, business management department 2, investment promotion department, marketing department and planning department. 3) In July, the company's performance management system and assessment system were compiled, and the indicators were summarized again. 4) In general, the assessment work in XX year is not so ideal. The truth is that the company's performance management system has not really been established. This is related to the company's environment, but my work is not enough. First, XX years will be improved. IV. Salary 1) Under the leadership of the general manager of the company, revised and improved the company's salary structure; 2) Adjusted the company's overall salary in April, adjusted the company's employees' basic salary, etc. The annual amount is 10,000 yuan, the bonus is calculated according to the sales status of the company; 3) The bonus plan of each department is adjusted, and the bonus plan is continuously modified with the change of the management department of the company's deputy general manager. For example: sale The rear plan was revised four times from April to December. And each modification has a lot of calculation work. 4) Monthly review of the various reports submitted by various departments, conduct compensation accounting, and analyze the salary ratio of each department. 5) In the aspect of salary management in XX, it only made simple accounting and analysis work, did not achieve process control, and did not really play a role in providing decision-making basis for the company's decision-making level. It will be improved in XX. V. Other work 1) In the erp system, the design has added a “personnel management system”, including basic personnel information, training situation, and change situation, etc., to carry out routine maintenance work, including: entering employee files, re-entry, and resignation , transaction entry, training entry, etc. 2) Clean up the daily personnel files. 3) The connection work of various departments, including coordination with departments such as stores to collect employee clothing fees and handle merchant relationships. 4) Handling of daily labor disputes within the company. In general, the past XX years have been a busy year for me and a year of harvest. 2191.cn thanked the company for providing me with a lot of space and a good platform. It is because of this that I feel my own shortcomings. I am constantly learning and following the pace of the company. Through one year's work, with the deep understanding of the company's situation and my own growth, I have made the following plans for the work of the Human Resources Department in XX: First, the system construction strives to complete the qualification system of each department by March. Preparation, including: job description, job requirements. The qualification system is the basic information for the recruitment, assessment and salary of the human resources department , which is very important. This system can not copy other companies, must communicate with the heads of various departments, develop a qualification system that is in line with the company's actual situation, and can continue to use. 2. Recruitment: At the beginning of the year, the company will set up the company's staff, set up, and clean up the personnel who are now overstaffed, and reduce staff and efficiency. After this work is completed, the personnel department must strictly control the departments according to the preparation and the department's salary budget. . At the same time, make good use of various recruitment channels to protect the company's demand for talent. III. Training aspects 1) In order to cooperate with the development of performance management, it is planned to train relevant personnel of the company's supervisors and above in January or February of XX. Summarizing the bad reasons for the XX year assessment work, the company's most important department management personnel do not understand or understand the performance management. Without their cooperation, it is also empty talk. At present, the teaching plan has been set and will be reported to Lin Zong years ago. 2) Years ago, for the middle level, do an annual training willingness survey, according to the needs of various management personnel and the actual situation of the company, arrange the personnel to participate in the training, and clearly define the training objectives of the participants before the training, the Ministry of Personnel pays attention Investigate the degree of application of the training content, combine the training effectively with the assessment, so that the training can really achieve the effect, from the point spread to the surface. 3) After the company trainer participates in the training course, the training plan and plan must be taken within 3 days. Different courses carry out internal training for different personnel to ensure the improvement of the company's comprehensive level. The personnel department is responsible for the feedback of the training. Investigate and truthfully feedback. 4) In the XX year, we can organize some outdoor development training in the middle of the company, and exercise and strengthen the middle-level team awareness through outdoor activities. 5) At the same time as the company dispatches personnel to participate in the training, it is possible to carry out the echelon construction of the staff. When the manager of the department goes out to participate in the training, an assistant agent is set up for daily affairs, which can both train the ability of the employee and improve the employee's Enthusiasm, gradually reserve talents for the company's development. 4. The appraisal assessment is linked to the company's business objectives. It extends from the general manager level to the level. The deputy general manager and above level sign the quarterly target responsibility letter. The supervisor and the above level sign the monthly target responsibility book, which covers the business indicators. Cost indicators, staged task indicators, etc., are signed according to the actual situation of each department. After the end of the assessment period, the financial department will provide the information, the personnel department will implement the assessment, and the process control will be carried out. The assessment will be feedback to the company's senior management in a timely manner, and the departments will be instructed to conduct performance interviews, identify problems, and help the department to achieve communication to facilitate the next. The development of one-step work, and clear the next work objectives, and thus promote the completion of the company's overall goals. V. In terms of remuneration, it is proposed to implement the functional wage system in XX. The remuneration system is used as a means to adjust the enthusiasm of employees and enhance the cohesiveness of the company. The specific remuneration design plan needs to be improved. It is not elaborated, but will be strictly carried out according to the company's budget. Control, and make a scientific analysis of the total monthly salary, to manage before and during the event. The above is a summary of the work in XX and a vision for the work of XX. I believe that in the new year's work, I can better exert my strengths and potentials and raise personnel management to a new level!

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