Summary of Telecommunication Human Resources Management Work in 2019

Summary of human resources management work in XX

Since the beginning of this year, under the correct leadership of the branch leaders, under the joint guidance of the competent departments of higher authorities and the joint efforts of all comrades, the human resources management work has been guided by Deng Xiaoping Theory and the important thinking of the "Three Represents" to fully implement the party. The spirit of the Fourth Plenary Session of the 16th National Congress of the Communist Party of China is based on the implementation of the spirit of the human resources management of the provincial company. Starting from the overall situation of reform and development, we should focus on the overall work of the city branch, emancipate the mind, update the concept, and keep up with the times. Advance, pioneering and enterprising, based on their own duties, overall service, highlighting key points, gradually deepening, paying close attention to implementation, paying attention to actual results, and successfully completing various tasks in XX, providing human resources protection for business operation and construction and development. The main work is summarized as follows:

First, further strengthen the construction of the leadership team and cadre team, and strive to build a team of business managers that meet the needs of market competition.

Further strengthen the building of leading groups and cadres, and strive to cultivate high-ranking cadres.

1. Strengthen the organization, thinking and style of the leadership team and cadre team, strengthen the management ability of leaders and cadres, make decision-making standards, clean and self-discipline, resist corruption and prevent change, and prevent and overcome unhealthy trends and corrupt behaviors in the ranks of cadres. The key to the construction of the entire cadre team. Since the beginning of this year, in accordance with the arrangement of superiors and the arrangement of party committees, we have carried out extensive and in-depth discussions in the leadership team and cadre team with the practice of the important thinking of the "Three Represents" and the spirit of the Fourth Plenary Session of the 16th National Congress of the Communist Party of China. The political and ideological education that has become the focus of corruption prevention has enabled the leadership team's ability to govern, the level of decision-making, and the political and ideological construction of cadres and the ability to resist corruption and corruption have been further improved.

2. Further strengthen the business knowledge learning and training of the cadre team.

While earnestly studying ideological and political theory, organize cadres to conduct business training, learn market economic theory, modern scientific and technological knowledge, legal knowledge and other business knowledge. In XX, they have selected people to participate in the administration of administrative personnel, business administration, and safety production. Business knowledge training courses such as financial management and equipment maintenance have continuously broadened the knowledge of cadres and improved their business skills and ability to control the market.

Further improve the evaluation system for enterprise leaders and management cadres, and conscientiously do a good job in annual assessment and evaluation.

The annual cadre assessment is an important part of the implementation of cadre team management. It is an important measure to strengthen the management of cadres, comprehensively and objectively, fairly and fairly, and accurately evaluate each cadre and promote the construction of cadres. First, in February XX, the organization organized and implemented the annual appraisal and evaluation work for leading cadres above the deputy department, and participated in the appraisal and evaluation of the cadres at the department level. Among them, the outstanding number of people #人,称职次次##人, basically called the service number 2 people. The second is to strictly implement the relevant regulations for the assessment of leading cadres. In the process of assessment and assessment, we strictly follow the procedures and methods of personal debriefing, democratic appraisal, and party committee review, and listen to opinions and reflections from various aspects, enhance the transparency of assessment and evaluation work, and effectively promote The healthy development of the cadre team building.

Strictly implement the rules for the selection and appointment of leading cadres, and further increase the transparency of the supervision and management of the appointment of leading cadres.

At the beginning of 2004, according to the needs of the work, he was appointed as the deputy director of the county bureau and assistant to the director. The industry returned to openly recruited department-level cadres## people. After the process was reorganized, according to the organization, the newly promoted deputy-level cadre #3 people were promoted by the deputy department. Level ##人,对###名科-level cadres have been recruited for examination and examination. First, in the process of selecting and appointing, strict implementation of the rules for the selection and appointment of leading cadres, in accordance with the requirements of the "four modernizations" of the contingent of cadres and the principle of both ability and political integrity, adhere to the merits of meritocracism, not to consult the private situation, and to use justice. The second is to further increase the supervision and management of employees' leading cadres. Before the promotion and appointment, they will adopt various methods such as discussion and assessment, assessment and assessment, and extensively listen to the evaluation of the employees as the leading cadres, listen to the opinions and criticisms of the employees, and expand the staff. The level of participation. The third is to implement democratic referrals, democratic appraisals, pre-appointment publicity and probationary systems, adhere to the procedures and methods, and adhere to the party and government leadership collectives to study and discuss decisions. The fourth is to conscientiously implement the reporting system for leading cadres' family and individual major issues, strengthen the supervision and management of leading cadres from various aspects, and ensure that no one has violated the rules and regulations of leading cadres.

Implement the research system and actively carry out research activities.

In order to strengthen the construction of leading cadres' work style, the branch office in XX has conducted in-depth investigation and research according to the requirements of establishing a research system, and earnestly carried out research work, especially the branch leaders often go deep into the grassroots and their own contact points to understand and master the production and operation of the contact points. Business development, enterprise management, staff team building, etc., timely coordination and resolution of the difficulties and problems of the contact point. This year, research work was carried out. Days, coordination and help to solve problems and problems, provide experience and practices for business, development, reform and construction, and carry out research activities to play an active role in the smooth progress of the company's work and the completion of tasks. Promote.

Fifth, earnestly grasp the construction of reserve cadres.

In the XX year, the construction of the cadre team in accordance with the requirements of the provincial company on strengthening the construction of reserve cadres, adhering to the requirements of survival of the fittest and rolling development, on the basis of XX annual evaluation, democratic appraisal, and grassroots organization recommendation, through the joint meeting of party and government leading cadres, The reserve cadres at the two levels of the department and the department were adjusted. After the adjustment, the reserve cadres at the department level ##名, the department-level reserve cadres##名.

Second, strengthen talent management, establish a core workforce, and improve the core competitiveness of enterprises.

In accordance with the selection and management methods for outstanding talents of the 21st century in the branch, on the basis of the evaluation of XX, the training, assessment and management of outstanding talents in the 21st century were further strengthened, and the quality of the outstanding talents was guaranteed.

Strengthen the construction of the backbone team in the ground network.

Maintaining the backbone team is the organizational part of the core employee team. In order to respect knowledge and respect talents, it fully mobilizes the enthusiasm and creativity of the backbone in the safe operation of the network, and promotes the healthy development of the backbone team. According to the relevant provisions of the provincial company "### Implementation and Implementation of the Construction and Maintenance Key Team", on the basis of individual application, grassroots unit recommendation and organization department qualification examination, the applicant's individual application, written test, interview, reply, selection, etc. Form, according to the total score of the candidates, the principle of selection and selection, the selection of really outstanding backbone to the maintenance of the backbone team, so that the maintenance of the backbone team has been further strengthened.

Third, the work on the ground network bpr has been basically completed.

According to the arrangement of the provincial company, after the launch of the bPR project in Weinan on June 18, XX, in order to carefully design and implement the network organization structure and performance management process, the comrades of the Human Resources Department actively cooperated with the bpr project. Work, do a lot of solid and effective work, and lay a good foundation for the implementation of bpr.

Carefully organized, closely arranged, carefully research and diagnosis and differential analysis of bpr projects, lay a good foundation for project design and implementation.

On the basis of the bpr project working group established by the branch office, the organizational structure and the kpi group are composed of four comrades of the human resources department , 2 of whom are full-time staff, and others ensure that 80% of the energy is set in the design and implementation of bpt. The primary task of project design is to carry out differential analysis and training of all employees in the ground network based on the relevant knowledge of process reorganization. In order to do this work, in the case that the process manual at the time has not yet arrived, we applied the main theories, concepts and methods of bpr, combined with the actual situation of the ground network, and formulated more than 10 research and diagnosis problems, which were carried out among all employees. Extensive research and interviews have extensively consulted the staff's suggestions and opinions on the outstanding problems in the old organizational structure and performance management of the branch, and mastered the first-hand information. 7

On the 6th of the month, in order to further grasp the working procedures and knowledge of business process reorganization, the branch team of the bpr project went to Xianyang Branch to investigate and study, and further mastered the methods and key points of the work. Secondly, the staff of the branch company was trained in full bpr. In the project design stage, the centralized learning training organized by the Human Resources Department was held five times. The participants involved all levels of middle-level leaders, managers, team leaders and business backbones, and achieved good education, publicity and training effects. Through centralized training to promote all staff training, and hold a full staff bpr knowledge test, the test takers reach more than 90% of the staff, and the test scores are included in one of the employee's employment conditions, so that the study and training work is carried out in depth. During the project design phase, the members of our project team basically completed the daily work arrangement and work summary, the day-to-day settlement, solidly disaggregated the work, refined the project design work plan, and ensured the entire project work group at each stage. The implementation of Chengbei is on schedule.

On the basis of full discussion, the design and adjustment of the organizational structure of the branch was completed.

## The organizational structure design of the ground network, according to the principles and requirements of the group company organization structure manual version, after repeated research and demonstration and customized analysis of the branch. On the basis of the approval of the provincial company, the first-level department ##, the second-level department## is set up in the ground network, in which the temporary construction agency basic construction department is set up in the management department, and only one engineering procurement center is set up under the network construction department. The department has replaced the other secondary departments with posts, shortening the management chain and meeting the actual situation on the ground. By carefully dividing the work interface of each department, and formulating specific and detailed departmental responsibilities, the basic concept of “market-oriented, customer-oriented, and efficiency-oriented” of the bpr project is permeated.

The front-end, back-end, and control position setting work of the branch has also undergone several stages of discussion and analysis. Among them, the ground floor bpr project leading group organized the middle-level cadres of various departments to discuss ## times, and determined that the branch has set up 661 various performance management organizations and systems, and comprehensively implemented performance appraisal.

1. In the design stage of the bpr project, we formulated and issued a series of performance management systems such as “## City Telecom Branch Performance Management Implementation Rules”, “Monthly Performance Salary Assessment Method” and “Remuneration Management Measures”, and established ## Municipal Telecom Branch Performance Management Committee, Performance Evaluation Leading Group, and set up performance appraisal teams in each level. After several meetings and two-way communication with various departments, the annual performance targets were determined and detailed annual and monthly performance indicators were formulated. The evaluation system ensures the operation of the performance appraisal process from the system and organization.

2. Sign the annual performance agreement at different levels. On the basis of determining the annual performance target, the heads of the branch companies and the heads of the first-level departments, the leaders of each department and the employees signed an annual performance agreement. With kpi as the carrier, the layered decomposition and pressure transmission of performance targets are realized, and the efforts and work schedule requirements of employees are clarified.

3. Established the “Performance Management Implementation Rules” to establish an incentive and elimination mechanism in the enterprise, and put forward clear requirements for the performance appraisal results of departments and employees, and carried out specific operability for the comprehensive application of annual performance appraisal results. Provisions. The new performance management method uses the concept and method of bpr more specifically, and stipulates that the ratios of fixed salary and floating salary of the front, back, and control departments should reach ########, respectively. A certain incentive coefficient, the incentive method has been affirmed by the relevant departments of the provincial company.

Fourth, strengthen the management of labor and management, implement post performance appraisal, and further standardize the management of labor employment.

Strengthen the management of labor and management, and further improve the pay and return to work.

In XX, according to the remuneration of listed companies, the relevant policies and provincial company requirements, in order to meet the needs of the management of listed companies, further strengthen the incentive and restraint mechanism, rationalize the current salary lines, in order to give full play to the enthusiasm and creativity of employees, it is necessary to The salary system was adjusted. In the process of adjustment, the approval and issuance regulations for employee compensation changes were strictly implemented, and the total compensation for employees was adjusted. ##余人. The second is to do a good job in the work of the technical department. In order to reduce the workload of the basic unit and improve work efficiency, the wage approval form and other materials have been printed in a concentrated manner, and the remuneration of the ### employees of the branch company is accurately returned in a short period of time to ensure the compensation benefits of the employees. . The third is to reform the enterprise distribution system, further break the egalitarianism in salary distribution, embody the principle of goal orientation and performance orientation, connect performance management and employee benefits with performance management, and gradually establish and improve the salary incentive mechanism so that salary distribution can make It is conducive to attracting talents, motivating talents and retaining talents, ensuring the realization of corporate development strategies and business objectives, and formulating the ###Telecommunication Branch Compensation Management Measures. It also checks and guides the management and approval of the employee compensation standards for the county branches, the examination and approval of employee assessment and post salary changes, and the social pension insurance for employees such as basic endowment insurance and unemployment insurance.

Strengthen performance payroll management and give full play to the incentive effect of performance pay. In order to ensure the completion of the various tasks of the branch, and give full play to the incentive effect of performance pay, the production department is assisted to formulate the performance appraisal method for the community manager and the rural turnkey responsibility system. At the same time, in the daily performance appraisal and issuance, It is able to carry out accounting according to regulations, and pass the accounting results to the department head comrades, improve the progress and accuracy of performance pay, and further strengthen the management of performance pay.

Further standardize the management of labor services in enterprises, and establish a harmonious, stable and standardized labor relationship.

In accordance with the "###Telecommunication Company Labor Contract System Management Measures" and the provincial company's requirements for labor and employment, combined with the municipal labor dispatch center. For the management of labor personnel, the organization completed the re-signing of the employee labor contract, signed a labor contract ###人,###余份, contract signing rate###. At the same time, it is necessary to register and register the labor service personnel of the enterprise, establish a database of labor personnel information, improve the labor procedures, and make solutions to the company's technology, post responsibility, target tasks, management education, and problems after the problems occurred in the workplace. Clear regulations have made the management of labor and employment gradually standardized, institutionalized and computerized.

Further clean up the entire labor force and fully mobilize the enthusiasm of laborers.

According to the "Interim Measures for the Administration of Salary of Labor Personnel in ## Telecom Branch", on the basis of the performance appraisal of XX annual, the recommendation of the grassroots department, the ## name of the laborers used by the branch was classified and cleaned up, and the labor was improved. Account. According to the new management mode of the labor service personnel of the branch office, the company negotiated with the ### city labor dispatch center several times to jointly formulate relevant agreements for laborers to enter socialized management, relieved the worries of laborers and stabilized the labor force team. It laid a good foundation for the next step of excellent laborers to enter social management.

Actively and steadily do a good job of returning to the main business of two generations of business personnel.

In order to implement the provincial company "about the industrial company two generations of business personnel back

In the spirit of “Implementation Opinions on Issues Related to Main Businesses”, we actively and steadily did a good job in returning the two generations of industrial enterprises to return to the main business. In accordance with the principle of open employment, merit-based employment and easy-going salary, the company The implementation plan for the return of business personnel to the main business and the plan for returning posts for two generations of personnel have completed the work of returning personnel within the prescribed time.

Further improve the social insurance co-ordination work.

According to the principle of medical insurance territorial management, the medical insurance for the main employees of the branch was started at the beginning of the year. Before the start-up, the previous annual medical insurance expenses of the branch were measured and analyzed, according to the relevant policies of the higher-level business departments and local medical insurance departments. The requirements for the completion of the employee insurance base determination, insurance withholding, insurance report filing and fixed amount of insurance funds, up to the current completion of the basic pension insurance and unemployment insurance fund from January to November, the rate of payment is 100%. At the same time, according to the archives spirit of the local industrial and commercial insurance department, the preparatory work for the branch company to participate in the work-related injury insurance was completed, laying a good foundation for the next step to join the work-related injury insurance.

Fifth, increase the intensity of employee education and training, and strive to build a high-quality workforce.

In the second quarter of the year, the staff education and training work centered on the overall improvement of the overall workforce of the staff, closely focused on the work of the branch center, and vigorously carried out employee education and training. This year, the "Community Manager Training Class" and "No. 10000 Business Training Class" were held. 49 business technology training courses such as “Big Client Business Marketing Training Course” and “Commercial Customer Business Marketing Training Course”, 793 training telecom employees, 513 people participating in business training, and completing the training rate of all employees 73.2%; The employee education and training indicators issued by the provincial company.

Strengthen job training and strive to carry out certification. According to the target requirements of the group company and the provincial company regarding the certification of the post, in order to comprehensively improve the overall quality of the staff team and enhance the core competitiveness of the enterprise, while earnestly grasping the job training, formulate practical and feasible management regulations, and assess the professional skills. As a direct basis for employee job application, salary determination, and career development, the results play an inspiring role for education and training, and form a strong learning atmosphere within the company. This year, the company has organized vocational skills appraisal for eight types of work such as telecom business salesmen, system maintainers, flight linemen, and optical communication operators. It has participated in the appraisal of 267 people; it has accumulatively identified 1,199 people and obtained 716 professional qualification certificates. The certificate rate of personnel is 86%, of which the main business reached 90.7% at the end of June XX, and the technical business personnel returned to the industry reached 64%. Through vocational and technical appraisal and training, the technical skills of the employees were improved, and the employees learned business. The self-consciousness of learning technology has laid a good foundation for the establishment of a learning enterprise.

Carefully organize business management training and implement the goal of full-time certification. Carrying out business management training is an important aspect of implementing the goal of all employees to hold the certificate. In order to improve the political business of the branch management personnel, to cultivate the needs of the enterprise to adapt to the needs of the socialist market, actively enter the job, be determined to innovate, understand the operation, manage the operation. Management talent. This year, I participated in the business management training ## person, accumulated a total of 15 senior business management training, 50 intermediate business management training, 95 junior business management training, in accordance with the requirements of provincial companies, as of the end of June, the management of the district #人All obtained the certificate of business management training, and realized the full-time certificate.

Combine the construction of four marketing channels and actively carry out job training for community managers. As a comprehensive innovation strategy of the group company, the construction of the four marketing channels has played a role in enhancing the core competitiveness of the enterprise and stabilizing the existing market of the telecom enterprise. With the fiercer competition in the market, active marketing, and differentiated services for customers will become the focus of channel construction work, and the effectiveness of these work depends greatly on the personnel and technology, depending on us. The degree of training for marketing service personnel, in response to the transformation of the “marketing unity” function of community managers, first of all, we organized 8 training sessions in a timely manner, training community managers### people, and enabling community managers to realize role transformation as soon as possible through training. Change, let marketing awareness, service awareness rooted in the minds of community managers, and effectively fulfill the "combat and peacekeeping" function. The second is to hire a provincial telecom training center marketing lecturer to provide telecom business marketing knowledge training to commercial account managers, large account managers and other marketing service personnel. The trainees use the knowledge of marketing they have learned to fight the market and repel the other operators again and again. The impact of our telecom market has played a significant role in stabilizing existing customers and promoting steady growth in business revenue.

Actively organize community manager, key account manager job skills identification training and exams. The identification of job skills in the positions of community managers and key account managers is a supplement to the professional and technical appraisal work of the society and the industry, and also an integral part of the job qualification certificate. According to the requirements of the provincial company, we organized the community manager and major account manager job skills identification training courses, total training major account manager ##人,社区经理##人, participated in the identification test###人, provincial company did not test scores Announced.

6. Actively, steadily, and effectively do a good job in the management of retirees.

Strengthen the construction of the retired party branch. The branch will be used as a bridge and link to the old comrades, and the ideological and political work of the retirees will be done in an in-depth manner. The normal three-course and one-course system will be adhered to, and the activities of the branch will be institutionalized and regularized to ensure that the retirees will be political. Firm, always new, and ideal forever.

Further strengthen the social management of retirees.

According to the requirements of the provincial company on the social management of retirees, the organization completed the “Retirement Socialized Management Service Information Form” in the district, and filled in the ### copies, providing detailed information for the social management of retirees. .

Organize various cultural and sports activities that are beneficial to the physical and mental health of old comrades and care for the lives of retirees.

1. Adhere to the normal croquet exercise, and participated in the “Jianlong Cup” croquet match organized by the provincial gantry invitation of the Weinan City and the 3rd old croquet match organized by the provincial company. good grade.

2. In order to celebrate the festival of the elderly, the old comrades will have a happy and peaceful festival. On October 22, we organized retired veterans to hold a new telecom building to climb the sightseeing activities, visit ###Telecom's new achievements in recent years, and introduce the building. The construction situation, the development of the business, and the old comrades also distributed the building to implement the souvenirs.

3. The Retired Old-age Painting and Calligraphy Association carried out a painting and calligraphy activity to commemorate the 100th anniversary of Comrade Deng Xiaoping's birthday. The old comrades splashed ink and will miss the chief architect of China's reform, opening up, and modernization, and the founder of Deng Xiaoping Theory. The love is a pen end, using Danqing to sing the great man, commemorating the great man, learning the great man, and recommending 10 works to participate in the ### City Old Calligraphy and Painting Association's "Celebration of the 100th Anniversary of Comrade Deng Xiaoping's Birth", two works won the Excellence Award .

4. In order to ensure the health of the retired personnel, this year the branch company conducted physical health examinations for retired and retired personnel, and participated in the physical examination ## people. At the same time, the Spring Festival and the Mid-Autumn Festival respectively gave holiday sympathy to the retirees, organized a symposium for retirees, informed the production and operation of the company, and listened to their opinions and suggestions.

Seventh, strengthen safety production management, improve safety production support capabilities, and strive to achieve the goal of zero liability accidents.

Safety production work, through the joint efforts of the staff, has achieved good results, for the smooth communication and ensure the safety of employees, and promoted and safeguarded the company's sustained and stable development, basically realized the general manager and various units of the branch at the beginning of the year. The responsibility target signed by the first person responsible for safety production focused on the following aspects:

Leaders attach importance to

, often unremitting.

While closely controlling the production, operation and construction, the branch leaders always put the safety production work at an important position and take it as a major event for the stable development of the company. In particular, General Manager Guo Qinkui put safety production on his agenda and personally went to the production site to understand the situation and solve problems. Leaders at other levels have also paid enough attention to safety production, fully recognizing the importance of safety first, people-oriented, enhancing sense of responsibility, mission and urgency, and being able to arrange and check safety production work in person. Some safety production management personnel have also fulfilled their due responsibilities and played an active role in the safety of production and operation so that all work can be carried out smoothly.

Strengthen vehicle safety management and eliminate traffic liability accidents.

In terms of vehicle management, all units can earnestly study and implement relevant rules and regulations. In the spirit of being highly responsible to enterprises and employees, we will do a good job in vehicle safety management. ##,## and other units have carried out "checks" among drivers. Thoughts, investigation of discipline, investigation system, investigation of seed heads, investigation of root causes, inspection of services, inspection of user satisfaction, eight investigations, timely summing up lessons learned, and constantly improve vehicle safety management methods, effectively promoting vehicle safety management, most The unit achieved the goal of no traffic liability accidents.

Actively carry out self-inspection activities for safety production. On the basis of self-examination and self-inspection by employees, all units will organize personnel to go to the engine room, exchange points, streets, rural business outlets and other sites to conduct serious inspections at the right time, and to rectify the problems found in time. Take effective measures to rectify and implement the responsible person.

8. Strengthen self-construction and improve work efficiency and human resource management standards.

Strengthen the study of ideological and political theory, strengthen the spirit of professionalism, and constantly improve the ideological and political quality and service standards of human resource management personnel. Since the beginning of this year, we have organized ourselves in the management of political resources, learning to improve ourselves, learning to improve ourselves, learning culture to enrich ourselves, learning to improve our own learning activities, further establishing our outlook on life and values, and firmly establishing a sense of the overall situation and service. It has truly solved the problem that the human resources management personnel are comfortable with the status quo and not thinking about progress, and can use it in practical work, integrate it, and effectively achieve a stable mind, dedication and dedication, and strive for practical results.

Strengthen work style construction, cultivate a good sense of service, and strive to improve work quality and work efficiency. This year, we have strengthened the work style of thinking, work, self-criticism, investigation and research, and serving the grassroots employees. We have formed a good atmosphere of less talk, more practical, consistent words and deeds, truth-seeking and pragmatism, and enhanced internal cohesion and The combat effectiveness has further improved the implementation and execution, and the awareness of serving the grassroots and employees has been further strengthened, and the quality of work and work efficiency have been further improved.

Strengthen business learning and strive to do a good job in statistics and reporting of human resources reports. On the basis of the knowledge of the individual to learn business according to the position, we often organize everyone to learn related business, especially business knowledge such as pbr, and expand the knowledge, so that each comrade can strive to become a professional in his position and be proficient in relevant policies and regulations. Reporting statistics and submitting work to achieve objective and true content, accurate and timely data, and provide a reliable basis for enterprise human resources analysis and management.

Strengthen information management and further improve and modify employee information materials. According to the requirements of provincial company information upgrade, the information maintenance management work is done hierarchically and hierarchically, so that all kinds of materials are more complete and accurate. This year, the information materials such as employees, cadres, professional titles, academic qualifications, internal retreat, education, labor and capital, contract and e-learning system staff were further refined and improved.

Strengthen the management of personnel files. This year, the personnel files and technical files of all units have been cleaned up and inspected, and the units have been guided and helped to further improve the personnel file management work. Clean up and organize the files ###册,新档案##册, to make their archives complete. Complete, management is more standardized.