Summary of human resources work in 2019
Summary of human resources work
I. Overview of human resources work in 2019.
In 2019, the company's human resources management and development will further improve the basic work of human resources ; strengthen the fixed-term staff, human resources training and development, human resources management information and human resource management system construction; continue to develop human resources vision, grasp the human resources Resource dynamics, absorbing the latest human resource management ideas and concepts at home and abroad, and carrying out human resource management reform and innovation.
Second, the basic situation of human resources .
As of December 31, 200x, the number of employees of Nanyue Logistics was 1,880, including 67 in the company's headquarters, 1,288 in Tongyu, 300 in Guangdong Xinyue, 93 in industry, 17 in VIA and 115 in Oriental.
Nanyue Logistics Education: As of December 31, 200x, the company has 482 college graduates or above, including 1 doctor, 37 masters, 242 college students, and 202 college graduates.
Third, through the post analysis and setting, do a good job in the fixed post.
In order to cooperate with the company's business performance and employee performance appraisal work, and strengthen labor cost control, according to the principle of lean and efficient, each company's main business combined with the company's main business to carry out fixed posts, the specific situation is as follows:
The two types of maintenance are divided into two categories: 1. Each management center is classified according to key indicators such as mileage, service area logarithm and business scope; 2. The service area is classified according to indicators such as traffic volume and turnover.
Determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.
Guangdong Xinyue should properly and reasonably optimize the existing organizational structure, posts and personnel according to the traffic safety facilities, communication, power supply, monitoring, and toll of highway projects, as well as the total amount of contract works, mileage and construction period, and control personnel. Quantity and labor costs.
According to the supply of highway construction materials, total supply and mileage, construction period, project scale and information technology services, the industry will do a fixed job.
Based on the characteristics of shipping and new business development, VIA will complete the job qualifications specification and job description on the basis of the existing edition.
At the same time, we visited the Guangzhu North, University City, Qujiang and Houmen service areas, and Guangsong and other projects to conduct research on the fixed-term staff of each project, and mastered the first-hand fixed-term staff information.
Fourth, actively promote the construction of human resources management system, basically establish the system of human resources management of the company, form a more standardized personnel management, and improve the company's human resources management and development level as a whole.
According to the overall requirements of the company's management system, the company's headquarters has completed the compilation of the first draft of the human resources management and development system, such as employee training methods, temporary procedures for human resources management, temporary measures for employee attendance management, labor contract management methods, and personnel file management rules. The Interim Measures for the Trial Measures for Employees' Compensation and Benefits and the Performance Appraisal of Employees have been officially promulgated and are in the process of implementation.
In addition to improving the original human resources management system, Guangdong Xinyue completed iso quality identification. Tongyu Company has compiled the management management methods for the middle management personnel and the labor contract management methods, revised and improved the company's employee attendance management implementation rules and the service area personnel management system, so that the daily management work is more institutionalized, standardized and more operational. Based on the labor law and labor policies and regulations, combined with the actual situation of the company, Oriental Thinking clarified the contents of rewards and punishments, assessment, change and selection, vacation, labor relations, etc., and gradually improved the company's labor and personnel management system.
5. In order to adapt to the company's strategy and the personal development needs of employees, the human resources development and training work of each company has been greatly strengthened.
In order to continuously enhance the company's competitiveness, improve the staff's quality and ability, and meet the needs of the company and employees' personal development, the company's headquarters drafted human resources development and training methods, and did the corresponding work in training planning and coordination, but the company Thematic training on the overall level and the training of the company's headquarters staff need to be strengthened.
Through careful organization, we will do all kinds of training work conscientiously. On-the-job training for new employees, a total of three new training sessions for service areas were held, with a total of 203 participants in each period of 20 days. A middle-level management training course was held and 39 people attended the training. The service area chief should know that training should be conducted. It lasted for nearly 4 months and 21 people participated. The training was divided into two stages. The first stage: 4 days of off-the-job training, mainly for service area management, business process, business strategy, Training in financial management and official document writing; the second stage: amateur self-study laws and regulations and knowledge should be trained for nearly 4 months, and a roll-up test was conducted. Organize or send 308 people to participate in human resources management, labor insurance, family planning, ISO9001: XX quality management system internal auditor qualification, registered security officer, fixed asset management, financial accounting basis and file management, tax tax law, official document writing, Construction project management, convenience store information system management, document science and technology file management, preservation backbone, chef, roasting, Chinese food service skills and other professional skills training courses, to a certain extent improve the theoretical knowledge and practical ability of the relevant personnel.
The Guangdong Xinyue training work has achieved remarkable results. On the one hand, Xinyue focused on the training of technical personnel, and participated in the computer information system integration project manager and senior project manager training class through the Saibao Identification Center; on the other hand, earnestly grasp the following daily post business learning: organize human resources The management personnel conduct special business training and study, and actively cooperate with the development department and technical service department to conduct internal technical management training, new employee induction training, and outdoor development ability training. A total of 81 employees participated in the training throughout the year.
I. Overview of human resources work in 2019.
In 2019, the company's human resources management and development will further improve the basic work of human resources ; strengthen the fixed-term staff, human resources training and development, human resources management information and human resource management system construction; continue to develop human resources vision, grasp the human resources Resource dynamics, absorbing the latest human resource management ideas and concepts at home and abroad, and carrying out human resource management reform and innovation.
Second, the basic situation of human resources .
As of December 31, 200x, the number of employees of Nanyue Logistics was 1,880, including 67 in the company's headquarters, 1,288 in Tongyu, 300 in Guangdong Xinyue, 93 in industry, 17 in VIA and 115 in Oriental.
Nanyue Logistics Education: As of December 31, 200x, the company has 482 college graduates or above, including 1 doctor, 37 masters, 242 college students, and 202 college graduates.
Third, through the post analysis and setting, do a good job in the fixed post.
In order to cooperate with the company's business performance and employee performance appraisal work, and strengthen labor cost control, according to the principle of lean and efficient, each company's main business combined with the company's main business to carry out fixed posts, the specific situation is as follows:
The two types of maintenance are divided into two categories: 1. Each management center is classified according to key indicators such as mileage, service area logarithm and business scope; 2. The service area is classified according to indicators such as traffic volume and turnover.
Determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.
Guangdong Xinyue should properly and reasonably optimize the existing organizational structure, posts and personnel according to the traffic safety facilities, communication, power supply, monitoring, and toll of highway projects, as well as the total amount of contract works, mileage and construction period, and control personnel. Quantity and labor costs.
According to the supply of highway construction materials, total supply and mileage, construction period, project scale and information technology services, the industry will do a fixed job.
Based on the characteristics of shipping and new business development, VIA will complete the job qualifications specification and job description on the basis of the existing edition.
At the same time, we visited the Guangzhu North, University City, Qujiang and Houmen service areas, and Guangsong and other projects to conduct research on the fixed-term staff of each project, and mastered the first-hand fixed-term staff information.
Fourth, actively promote the construction of human resources management system, basically establish the system of human resources management of the company, form a more standardized personnel management, and improve the company's human resources management and development level as a whole.
According to the overall requirements of the company's management system, the company's headquarters has completed the compilation of the first draft of the human resources management and development system, such as employee training methods, temporary procedures for human resources management, temporary measures for employee attendance management, labor contract management methods, and personnel file management rules. The Interim Measures for the Trial Measures for Employees' Compensation and Benefits and the Performance Appraisal of Employees have been officially promulgated and are in the process of implementation.
In addition to improving the original human resources management system, Guangdong Xinyue completed iso quality identification. Tongyu Company has compiled the management management methods for the middle management personnel and the labor contract management methods, revised and improved the company's employee attendance management implementation rules and the service area personnel management system, so that the daily management work is more institutionalized, standardized and more operational. Based on the labor law and labor policies and regulations, combined with the actual situation of the company, Oriental Thinking clarified the contents of rewards and punishments, assessment, change and selection, vacation, labor relations, etc., and gradually improved the company's labor and personnel management system.
5. In order to adapt to the company's strategy and the personal development needs of employees, the human resources development and training work of each company has been greatly strengthened.
In order to continuously enhance the company's competitiveness, improve the staff's quality and ability, and meet the needs of the company and employees' personal development, the company's headquarters drafted human resources development and training methods, and did the corresponding work in training planning and coordination, but the company Thematic training on the overall level and the training of the company's headquarters staff need to be strengthened.
Through careful organization, we will do all kinds of training work conscientiously. On-the-job training for new employees, a total of three new training sessions for service areas were held, with a total of 203 participants in each period of 20 days. A middle-level management training course was held and 39 people attended the training. The service area chief should know that training should be conducted. It lasted for nearly 4 months and 21 people participated. The training was divided into two stages. The first stage: 4 days of off-the-job training, mainly for service area management, business process, business strategy, Training in financial management and official document writing; the second stage: amateur self-study laws and regulations and knowledge should be trained for nearly 4 months, and a roll-up test was conducted. Organize or send 308 people to participate in human resources management, labor insurance, family planning, ISO9001: XX quality management system internal auditor qualification, registered security officer, fixed asset management, financial accounting basis and file management, tax tax law, official document writing, Construction project management, convenience store information system management, document science and technology file management, preservation backbone, chef, roasting, Chinese food service skills and other professional skills training courses, to a certain extent improve the theoretical knowledge and practical ability of the relevant personnel.
The Guangdong Xinyue training work has achieved remarkable results. On the one hand, Xinyue focused on the training of technical personnel, and participated in the computer information system integration project manager and senior project manager training class through the Saibao Identification Center; on the other hand, earnestly grasp the following daily post business learning: organize human resources The management personnel conduct special business training and study, and actively cooperate with the development department and technical service department to conduct internal technical management training, new employee induction training, and outdoor development ability training. A total of 81 employees participated in the training throughout the year.
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