Summary of the work of the company's human resources department in 2019

Group company:

In 2019, it was the first year of the company's five-year strategic plan. During the year, the company increased its authorization to the human resources department , standardized the division of human resources management, and sought human resources from the perspective of professional human resource management. The department has created a professional, systematic, standardized and efficient department. In this year, under the strong leadership of the company's party committee and the board of directors, the human resources department , in the specific guidance of the leading departments at all levels and the joint efforts of all comrades, thoroughly implemented the scientific development concept, in accordance with the "professionalization path, To achieve the holistic requirements of standardized human resource management, overcome the multiple problems of human resources management disorder and the amateurization of human resources management personnel at the present stage, and establish standardized human resource management as the entry point, from the overall situation of change, innovation and development. Starting from the company's five-year strategic plan, emancipating the mind, advancing with the times, pioneering and enterprising, based on their own duties, earnestly implement each job, and strive to learn professional knowledge, providing human resources protection for the company's economy and development.

This year is the company's management breakthrough year, and the first year of the professional construction of the human resources department , which means that the company's human resources management work must change from amateur to professional, from fragmented to systematic, so in this year's work, strengthen Learning and building a professional and professional human resource management team is the foundation; it is the principle to build a systematic human resource management model; it is essential to build a diversified human resource management. During the year, HR staff participated in professional human resource management training courses, enhanced the professionalization ability of human resources management, participated in adult re-education, and consolidated various basic knowledge. In this year, the Human Resources Department implemented the responsibility one-on-one, and clearly defined the main responsible for the work of each module; then organically combined the modules to build a systematic human resource management model.

In 2019, the professional management ability of the human resources department has made a qualitative leap and improvement, and the overall work has also made considerable progress. However, under the current rapid development of the company, the human resources department still has a lot of things to learn. There are many problems that need to be solved. In view of this, the summary report of this year's work is as follows:

I. Summary of work in 2019

Current staff structure

In the era of informationization, accurate information and materials are an important basis for the company to make strategic adjustments, and accurate human resources information is an important guide for human resources planning and the layout of the staff throughout the year.

1. As of November 24 this year, the company has a total of 2,239 employees, including 1,299 males and 940 females. The length of the factory is mainly concentrated in 1-5 years and 10-19 years.

The total number of people entering the factory time period 1956-910-1920-2930-3940-4922391299940140654565181294

2. Among the company's existing employees, the largest proportion is the national-level education level. There are 724 high-school, technical secondary school and equivalent employees, which is the second largest group of employees according to their educational level.

Doctoral master's degree college junior high school secondary school China small 1382149365359119288

3. The age of the company's current stage is as follows.

19 below 20-2930-3940-4950-5960-6940496994658501

Recruitment and configuration

1. Analysis of personnel recruitment

Recruitment is the most effective way to supplement the company's fresh blood, and efficient recruitment is the driving force behind blood flow. In this year, the Human Resources Department has accepted recruitment applications, and needs recruiters, actual hires, and recruitment completion ratios.

Recruitment times

Number of applicants

Number of people employed

Employment ratio

Recruitment fee

Cost ratio

In this year's recruitment, external recruiters, internal adjustments;

Recruitment times

Number of external appointments

Number of appointments

Recruitment completion ratio

Among the external recruiters, the university has a degree of education, and a specialist.

University department

College

High school

secondary

2. Staffing situation

At the same time that some positions need to be recruited, reasonable arrangements for the production of front-line employees.

In the second half of this year, the surplus personnel of the xx branch were adjusted, which were adjusted to xx branch companies, xx branch companies, xxxx branch companies, and total people.

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Total surplus personnel xx branch company xx branch company xx branch company xx branch

3. Internal recruitment situation

Internal hiring is the main way for the HR department to recruit personnel this year. According to the needs of the hiring, the HR department recruits among the internal staff, reduces the recruitment cost, and creates a chance for everyone to be promoted within the company. Everyone has the opportunity. Replacing the atmosphere of the working environment and improving employee loyalty, the personnel required by each employer adapt to the new position faster, further reducing the management cost, overcoming the long external recruitment time, entering the role slow, and the recruitment cost is high. Decision-making risks are high and affect the enthusiasm of internal employees.

training and development

The company is developing continuously, the internal and external environment is constantly changing, and the influence of various factors. When the company faces a series of new difficulties and new problems, it must be trained to effectively solve it. Training is an effective way to improve employees' work ability and skills.

1. On-the-job training

On-the-job training is an effective means to help new employees understand and adapt to the organization and accept the corporate culture. The Human Resources Department organizes relevant departments of the company on the company's development status and future development planning, professional ethics and labor management system, such as factory regulations, labor safety, environmental protection, occupational health, social security, job responsibilities, employee rights and wages and benefits, etc. On-the-job training for new employees and a total of training sessions.

2. On-the-job training

On-the-job training is an important means of improving the ability, attitude and skills of working employees. This year, the Ministry of Human Resources organized a total of on-the-job training, including postgraduate training, Zhongxu Ying plan training, and executive executive training. The number of training sessions was performed by Jia Jing, the year-end performance appraisal, the next year's human resource planning and dynamic salary design training. The Sichuan Institute of Chemical Technology has trained people and held a number of vocational skills training for in-service employees.

3. Construction of internal trainers

While using external trainer training, we will speed up the construction of the company's internal trainers. In this month, we will initially determine the internal trainer team, and Zhonghao consultant Tan Haobo will train the internal trainer team on the training process etiquette, skills, etc. Training.

Training is an investment, not an expense. In this year's training, the total cost of training is RMB, and the average number of participants in the training is equal.

Compensation and performance

1. Total compensation management and salary payment

The control of total compensation is the focus of the HR department's compensation work. At the beginning of the year, the Human Resources Department budgeted the total amount of compensation for each branch according to the output and profit indicators of each branch of the group company. In the total budget for the current year, the total compensation of the group company was 10,000 yuan, and the compensation of each branch company. Total amount is shown in the table below

Total xx Branch xx Branch xx Branch xxxx Branch xx Branch xx Branch

Fair and fair wage accounting, enthusiasm for the growth of front-line employees, as of November, a total of wages, the number of people, per capita wages. Compared with last year, employee wage income increased by pp.

2. Attendance management

Strengthen the attendance management, purchase the fingerprint machine at the beginning of the year, record the fingerprints in time, and formulate detailed attendance management rules, standardize the company's attendance management, formulate the overtime management system, do a business trip management, and check the employee's attendance in detail.

3. Performance Management

Actively cooperate with the development and construction of the company's performance management by the xx project team, participate in the whole project operation process, and establish a performance and compensation management pilot program after the project team withdraws from the company, and organize each unit to determine the position value of the unit and the employee's appropriate position. All units of the organization shall formulate their own performance management plans and conduct trial runs. As of December 1, four assessment cycles have been tested. At the same time, in the performance appraisal trial operation process, we continuously collect opinions and suggestions from various aspects, and do basic work for the adjustment of the next performance management plan and the formulation of the management system. The monthly performance of each unit is as follows.

Branch office

August

September

October

November

Xx company

Xx branch

Xxxx branch

Xx branch

Xx branch

Xx branch

Employee benefit management

Social security management

Employee benefits are part of social and organizational security and are a supplement and continuation of wages. The Human Resources Department has completed the withholding and reporting of company and individual social insurance premiums on time and in accordance with relevant state policies. Relevant policies and regulations have handled the company's pension and unemployment insurance, and so far, the company has paid more than 10,000 yuan of social insurance premiums.

The pension insurance for new employees in 2019 will be added, and the employee insurance registration and review will be completed in 2019.

According to the regulations of the social security department, actively work for the employees to pay for the medical expenses for hospitalization due to illness and work injury. In the whole year, employees of the company were hospitalized and hospitalized, and the number of hospitalizations was injured. The medical expenses were paid, totaling 10,000 yuan.

2. Free funding for

Familiar with national policies, strive for unpaid funds, and create non-productive profits for the company. Timely completion of the application for subsidies for unemployment insurance for companies in difficult enterprises has been reviewed by the Employment Center; the application materials for the “Earthquake Disaster Assistance Certificate” have been completed and reviewed and approved by the County Employment Center, the Finance Bureau and the Discipline Inspection Department. In January-December, the Ministry of Human Resources has won a total of about 10,000 yuan of unpaid funds.

3. Occupational disease examination

In order to strengthen and protect the occupational disease prevention and health of the company's employees, according to the relevant provisions of the Law on the Prevention and Control of Occupational Diseases, the first-line employees of the branches of the company organized the frontline employees to conduct occupational disease prevention and control inspections, and inspected the remaining people in total to prevent occupational diseases. Played a role.

>4. Retirees Management Service

The Human Resources Department is the bridge and link between the company and the old comrades. All the staff of the department not only did a good job in the ideological and political work of the retired employees, but also gave a warm reception to the retired employees who came to visit the letter and carefully explained the work. On the occasion of the "99th Chongyang Festival" in 2019, under the concern of the company's leaders, the retired employees were given condolences to make them have a happy and peaceful holiday.

5. Festival condolences issue

Do a good job in heatstroke prevention and cooling, festival condolence activities, in 2019, a total of xx00kg labor insurance tea, 4xxx box of preserved eggs, 2xxx boxes of moon cakes, and xx.40 million employees.

Employee relations and labor disputes

Serving employees with sincerity and fairness, and constraining employees with laws, regulations, and contracts is the essential feature of employee management. In 2019, a total of registrants, retirees, dismissed persons, workers’ injuries, contracts Renewal, new signing.

Entry registration, retirement registration, termination of labor relations, work contract, renewal of new contract, employee turnover rate

Strengthen information management, standardize the roster to establish a comprehensive personnel management file model, and facilitate the analysis of employee situations.

Take all feasible measures to ensure the development of the census

This year, all personnel of the Human Resources Department and relevant personnel of each branch participated in the sixth national census, strictly followed the census program, and conducted multiple household surveys. Master the actual situation of the residents in each district of the company. In this census, a total of censuses, census households, and census plots. The census results are accurate and reliable and have been reviewed by the relevant authorities at the higher level.

Compensation and performance reform

The change in compensation and performance is the core of the work of the Human Resources Department this year. Throughout the project development process, the Human Resources Department participated in the whole process, from the preparation of materials for each seminar to the collection of assignments after the seminar, from the questionnaire. Collect statistics, organize the job descriptions, organize and arrange various interview processes. Throughout the project, the professional skills of the HR staff have also been greatly developed.

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Second, the lack of work in this year

In the past year, the standardization of human resources work has initially established the direction and goals of the work, and introduced the management concepts and work of human resources into the daily work of various business departments, and also provided the service work that we should provide. However, there are still many distances from the company's requirements and our own goals. We have not yet reached the ideal expectations of our employees. There are still many shortcomings that need to be adjusted and improved. details as follows:

Human resource management lacks medium and long-term development plans, fails to provide professional reference for the company's development and decision-making, and fails to provide professional support, consultation and guidance for the long-term development of other departments.

The concept of human resource management has not been deeply rooted in people's minds. The human resources management system and processes have not been smoothly implemented in daily work, and there is still a sense of distance from the use requirements of middle and grassroots managers.

The management of personnel recruitment and transfer and resignation work has not yet been fully ordered. The human resources statistics work is still relatively junior, and the speed and accuracy of information update needs to be improved.

The responsibilities and positions of the department have not yet been completed, and they need to be actively recognized by everyone, and human resources need to provide more professional guidance for each department to improve the responsibilities and business processes of each position.

The company's performance appraisal work is relatively extensive, the indicators are relatively simple and single, and there is no real role in using performance management to guide managers and employees, and to unify their concerns and behaviors into the company's development direction and goals.

The performance appraisal schemes between the units are relatively independent, and there is no unified value guidance and direction guidance for the performance evaluation. Each unit not only acts as an athlete but also as a referee, and designs its own assessment plan.

The contradiction between salary structure and performance appraisal and employee labor relationship has not been considered in a unified way. The deep contradiction brought about by salary structure and performance appraisal has not been solved.

The employee welfare system needs to be further sorted out so that it can be institutionalized and open, and support the construction of a benign corporate culture and working atmosphere.

Lack of systematic and long-term training system planning: Although the training work is carried out in the long run, the depth and breadth of training need to be further strengthened. The effectiveness of the training needs to be assessed and improved through training.

The construction of employee relations needs to be more systematic and strengthened. The legal awareness and legal consulting service standards of the human resources department need to be further improved. The laws and regulations of the provinces and cities of the country should be understood and implemented in conjunction with the work of the department, and the development of the company should be provided. Helpful service support.

Team building: Professional standards are not enough. Many members have insufficient professional standards at work, and their work is not active and confident. They lack opportunities to understand the company's basic business and work, and lack the initiative to learn. There is a need to strengthen professional knowledge and work experience, and it is necessary to strengthen understanding and learning of the company and business. Only continuous learning can really do the work of the human resources department , especially the service work.

Third, the next year's work plan

Improve the foundation of human resources management, start from the post analysis, confirm the responsibilities of each department and the job responsibilities of the main management personnel, assist each department to improve the job responsibilities of each position, establish the qualifications of the positions, and the post value system;

Prepare medium and long-term human resource development plans and submit them for approval;

It mainly focuses on the revision and standardization of the trial plan for compensation and performance, and continuously supervises and manages the operation process;

According to the duties of the post and other factors, establish an effective performance appraisal indicator system, and guide each unit to adjust and improve the performance appraisal plan of the unit according to the appraisal index system, and promote the solid implementation of the performance appraisal work;

Promote and promote the implementation of human resources management systems and processes;

Strengthen the construction of human resources information, do a good job in statistical analysis of human resources , and provide support for the company's development;

Do a good job in all human resources services;

In short, human resources as the core resources of enterprises will directly determine the core competitiveness of enterprises. Therefore, from the company level, it is required to not only establish a human resource management system with competitive advantages, but also to make the daily specific work of all aspects of human resources fine, good, and home, thus helping the company to form a unique culture of the enterprise. And atmosphere, improve company cohesion and maintain the company's innovation and vitality. From the employee's point of view, it is to establish a career path that encourages employees to win in accordance with the company and employees, design their own careers in the enterprise, continuously improve their professional skills and standards, enjoy life happily and enjoy work when achieving self-development goals. Company together

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