Summary of the operation of the security management system of the Human Resources Department

Summary of the operation of the security management system of the Human Resources Department

First, the safety objectives of the Anyang policy

The company's occupational safety, health and environmental policy is safe, clean, law-abiding and improved. Its specific description reflects the company's people-oriented, prevention-oriented management philosophy that respects both employees' interests and social benefits. We think it is more scientific. Recently, under the guidance of the counseling teacher, the occupational safety, health and environmental objectives have been revised, and more appropriate targets have been set for the disposal requirements of waste gas, waste water and waste, which fully and comprehensively reflect the current policies of the two aspects of the safety environment. With the requirements of the legal system. The Human Resources Department timely publicized the revised guidelines to all employees and received general approval from all of them. The facts show that the "eight-character policy" has obvious guiding and promoting role in enhancing employees' awareness of safety and environmental protection. The "nine goals" are decomposed through layers of goals, and have good operability and better results. Implement,.

Second, the evaluation of compliance with laws and regulations

The "List of Laws and Regulations" led by the company's security department has been revised and recently controlled to various departments. More comprehensive and practical than the previous version. On the basis of organizing training on company-level laws and regulations, the Human Resources Department requires all departments to conduct full-time training on laws and regulations closely related to themselves, and conducts spot checks on training effects and inspections of law enforcement. All departments generally reflect that the selected laws and regulations have strong pertinence and good guidance for the company's security management.

Third, the main performance of the department and the achievement of the target

1. Main work performance of the department

The Human Resources Department has done the following work mainly on the nine responsibilities related to the security system:

Analyze the abilities of employees, clarify the annual training objectives, conduct skills, abilities, and temperament analysis for personnel related to Anhuan, select competent people to engage in security management, properly allocate human resources , and effectively prevent improper organization of labor. have an accident. The second is to strengthen the construction of the management system, determine the job title licensing rights, in accordance with the relevant provisions of iso14000, ohsas18000 organization and departmental responsibility, revised the full set of "job manual", requiring all departments to organize employees to learn, and conducted a study of the effect of the study . Thirdly, according to the requirements of the three-standard system, the implementation of employee performance appraisal, monthly inspection of the work of the three-standard identification of each functional department, evaluation, and ensure the progress of the three-label identification work, and the performance of its work and department heads, departments The wages of all employees are linked. Fourth, continuous improvement of teamwork and continuous optimization of management performance. Through internal employee satisfaction survey, we have development prospects, management concepts, organizational cohesion, cadre style, collaboration spirit, learning atmosphere, corporate culture, wages and benefits, etc. In all aspects, an unnamed survey was conducted, and the overall satisfaction rate was over 90%. Fifth, the team learns to charge consciously, improve the comprehensive quality of employees, adopt various training methods for different positions, identify the work process according to the three standards, and organize all stages of training in a timely manner to ensure that the publicity and training of the three-standard system is completed according to the plan.

2. Implementation of departmental goals

According to the responsibility of the safety and environmental management system, the human resources department mainly evaluates the education and training rate, the recommended response rate, the certificate-taking rate, the file control rate and the occupational disease monitoring rate. In terms of employee training, there are 34 projects in the year, 42 tasks have been completed, and the completion rate has reached 123.5%. The number of participants has been 1,770, covering various professional trainings for new hires, transfer posts, return workers, special types of work, and special staff. The pass rate is 100%, and the certificate-taking rate is 100%. In terms of file control, the Human Resources Department collects and organizes training and assessment materials according to system requirements, and also supervises and inspects the training of employees in various departments. The file control rate is 100%. In the aspect of occupational disease prevention and control, the Human Resources Department conducts extensive protection education on the one hand, and actively urges relevant departments of the company to improve the production and working conditions of employees. On the other hand, the recent census of dusty work shows that our company has not found occupational diseases, and the effective prevention rate is 100%.

Fourth, internal audit, pre-trial situation and improvement measures

1. The internal audit and pre-trial status were identified in the company’s first internal audit and the company was recognized shortly.

In the pre-trial, there were no non-conformities and observations for the Human Resources Department . We believe that this is the basic recognition of the performance of the department's duties, but high standards, strict requirements, and many shortcomings need to be continuously improved.

2, continuous improvement measures self-examination found that the training record is too simple, in the guidance of the consulting teacher

The company has been supplemented and improved; the company's engineering and technical strength is relatively weak, the human resources department is preparing to strengthen the introduction of talents next year, and at the same time guide the technical quality personnel to improve their ability in service; in addition, in the future, through knowledge contests, skill competitions, public welfare activities, etc. Form, conduct extensive and in-depth safety and environmental education. In the next step, we will focus on changing employee behavior habits, adjusting employees' professional status, improving their professionalism, and building our workforce into a team that is civilized, professional, quick-responding, self-renewing, and constantly developing nutrition from the market.

5. Complaints by customers, employees, and related parties

In the employee satisfaction survey, the dissatisfied options focused on wages and salaries, and the general manager of the company responded and explained face to face at the cadre and backbone meetings. Regarding safety and environmental management systems, no matter whether it is a comprehensive investigation or a normal exchange, no complaints or complaints from customers, employees and related parties have been received. On the contrary, everyone agrees that the company actively carries out three-standard identification to enhance market competitiveness. Employee satisfaction has important strategic implications.

In summary, the safety environmental management system established by Boying Automobile Bridge in accordance with ISO14000 and ohsas18000 standards is feasible, and the operation of the implementation system of Human Resources Department is also good. This report is hereby approved for management review.

Human Resources Department

December 18, XX