Summary of the year-end work of the human resources department of the group company
I. Overview of human resources work in XX.
In the year of 200x, the company's human resources management and development will further improve the basic work of human resources; strengthen the fixed-post staffing, human resources training and development, human resources management informationization and human resource management system construction; continuously develop human resources vision and grasp 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, XX, the number of logistics employees was 1,880, including 67 in the company's headquarters, c1288, b300 in Guangdong, 93 in industry, 17 in VIA, and 115 in Oriental.
a Logistics qualifications: As of December 31, XX, the company had 482 college graduates or above, including 1 doctor, 37 masters, 242 undergraduates, 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:
c is divided into two categories for fixed posts: 1. Each management center is classified according to key indicators such as mileage, service area logarithm and business scope; 2. Service areas are 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 b should properly and reasonably optimize the existing organizational structure, posts and personnel according to the traffic volume of highway engineering traffic safety facilities, communication, power supply, monitoring, charging, etc., as well as the total amount of contract works, mileage and construction period, and control the number of personnel and Labor cost.
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 resource management of the company, form a more standardized personnel management, and improve the level of human resources management and development of the company 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 measures 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 b completed the iso quality certification. Company C 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 quality and ability of employees, 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 as a whole The special training at the level and the training of the company's headquarters staff need to be strengthened.
c Carefully organized and carefully done all kinds of training work. 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 the service area management quality, business process, business strategy, finance Training in management and official 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.
Guangdong b training work has achieved remarkable results. On the one hand, b focused on the training of technical personnel, participated in the computer information system integration project manager and senior project manager training class through the Saibao Certification Center; on the other hand, earnestly grasp the following daily post business learning: organize human resource management The 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.
According to the annual training plan, the industry has strengthened the education and training of employees. New employees were trained on the basis of the company's development history and current status, business processes, and corporate culture. Organize employees to visit various steel mills, cement plants and asphalt plants. Apply training to employees on the company's logistics management platform.
6. Conduct performance appraisal and evaluation, objectively, fairly and reasonably evaluate employee performance, and motivate employees' potential and work enthusiasm.
Through the assessment of the daily and annual combination of employees, the company links the assessment results with the employees' remuneration, post adjustment, training development and vacations, and establishes an employment mechanism that can be able to enter and exit the enterprise and be self-disciplined. Realize the optimal allocation of talents within the company, promote the development, management and rational use of the company's human resources, and establish a high-quality, capable and efficient staff.
In particular, according to the employment mechanism and the relevant performance appraisal management system, the industry has linked the appraisal results with floating wages and year-end bonuses, which greatly improved the enthusiasm and initiative of employees, and formed a situation in which employees competed for excellence.
VII. Taking information construction as the driving force, actively cooperate with the Group to do a good job in human resources management information construction and strengthen human resource management technology innovation.
According to the overall informationization construction and deployment of the Group, in order to give full play to the advantages of the Group and the company's human resources management talents and information technology advantages, and enhance the information construction work, especially the contribution rate of key management tools in the human resources management work. We require all companies to use the company's office automation system to complete the overall planning of the human resources management information system, complete the company's decision report control system, human resources statistical information system and employee information data electronic information construction.
At the same time, in order to cooperate with the smooth development of the Group's human resources management informationization work, our company has completed the entry of the information of the modern human resources management information system of Guangdong Communications Group from September onwards. The system is divided into personnel management. Six modules of compensation and benefits, performance training, organization information, reporting system, and system management, including basic information of human resources, educational background, professional and technical positions, technical jobs, continuing education, social insurance, management of retired personnel, wage signing, Powerful functions such as information query, the effective application of the system can greatly improve the efficiency of human resources management and human resources management and development.
Eight, do a good job in the company's human resources strategic planning, to adapt to the needs of a logistics strategy development.
In line with the effective implementation of the company's strategy, according to the demand for human resources in a logistics strategic planning, we have a preliminary conception of a logistics human resources strategy.
We believe that the overall concept of a human resources strategy in the XX-XX year of logistics is talent-oriented, stimulating and innovating, and strive to cultivate, absorb and create a large number of high-quality logistics talents. People do their best to make the best use of their talents, continuously improve the management level of human resources, and provide strong human resources support for realizing a logistics development strategy.
a logistics human resources strategy swot analysis: advantages: internal monopoly of transportation logistics resources; high professional quality of employees; generous salary and benefits. Disadvantages: lack of high-end logistics talents; market competition awareness is not strong; labor costs are relatively high. Opportunity: Strong support from government policies; promotion through the inclusion of wto; adequate supply of professionals in the labor market. Threats: Intense competition for talent; frequent flow of talent; lack of logistics and information talent. a concept of logistics talents: a logistics person with both ability and political integrity. Being talented and ethical is a genius; a virtueless talent is a mediocrity; a talentlessness is a versatile talent; a talented and talented person.
In the year of 200x, the company's human resources management and development will further improve the basic work of human resources; strengthen the fixed-post staffing, human resources training and development, human resources management informationization and human resource management system construction; continuously develop human resources vision and grasp 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, XX, the number of logistics employees was 1,880, including 67 in the company's headquarters, c1288, b300 in Guangdong, 93 in industry, 17 in VIA, and 115 in Oriental.
a Logistics qualifications: As of December 31, XX, the company had 482 college graduates or above, including 1 doctor, 37 masters, 242 undergraduates, 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:
c is divided into two categories for fixed posts: 1. Each management center is classified according to key indicators such as mileage, service area logarithm and business scope; 2. Service areas are 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 b should properly and reasonably optimize the existing organizational structure, posts and personnel according to the traffic volume of highway engineering traffic safety facilities, communication, power supply, monitoring, charging, etc., as well as the total amount of contract works, mileage and construction period, and control the number of personnel and Labor cost.
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 resource management of the company, form a more standardized personnel management, and improve the level of human resources management and development of the company 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 measures 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 b completed the iso quality certification. Company C 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 quality and ability of employees, 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 as a whole The special training at the level and the training of the company's headquarters staff need to be strengthened.
c Carefully organized and carefully done all kinds of training work. 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 the service area management quality, business process, business strategy, finance Training in management and official 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.
Guangdong b training work has achieved remarkable results. On the one hand, b focused on the training of technical personnel, participated in the computer information system integration project manager and senior project manager training class through the Saibao Certification Center; on the other hand, earnestly grasp the following daily post business learning: organize human resource management The 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.
According to the annual training plan, the industry has strengthened the education and training of employees. New employees were trained on the basis of the company's development history and current status, business processes, and corporate culture. Organize employees to visit various steel mills, cement plants and asphalt plants. Apply training to employees on the company's logistics management platform.
6. Conduct performance appraisal and evaluation, objectively, fairly and reasonably evaluate employee performance, and motivate employees' potential and work enthusiasm.
Through the assessment of the daily and annual combination of employees, the company links the assessment results with the employees' remuneration, post adjustment, training development and vacations, and establishes an employment mechanism that can be able to enter and exit the enterprise and be self-disciplined. Realize the optimal allocation of talents within the company, promote the development, management and rational use of the company's human resources, and establish a high-quality, capable and efficient staff.
In particular, according to the employment mechanism and the relevant performance appraisal management system, the industry has linked the appraisal results with floating wages and year-end bonuses, which greatly improved the enthusiasm and initiative of employees, and formed a situation in which employees competed for excellence.
VII. Taking information construction as the driving force, actively cooperate with the Group to do a good job in human resources management information construction and strengthen human resource management technology innovation.
According to the overall informationization construction and deployment of the Group, in order to give full play to the advantages of the Group and the company's human resources management talents and information technology advantages, and enhance the information construction work, especially the contribution rate of key management tools in the human resources management work. We require all companies to use the company's office automation system to complete the overall planning of the human resources management information system, complete the company's decision report control system, human resources statistical information system and employee information data electronic information construction.
At the same time, in order to cooperate with the smooth development of the Group's human resources management informationization work, our company has completed the entry of the information of the modern human resources management information system of Guangdong Communications Group from September onwards. The system is divided into personnel management. Six modules of compensation and benefits, performance training, organization information, reporting system, and system management, including basic information of human resources, educational background, professional and technical positions, technical jobs, continuing education, social insurance, management of retired personnel, wage signing, Powerful functions such as information query, the effective application of the system can greatly improve the efficiency of human resources management and human resources management and development.
Eight, do a good job in the company's human resources strategic planning, to adapt to the needs of a logistics strategy development.
In line with the effective implementation of the company's strategy, according to the demand for human resources in a logistics strategic planning, we have a preliminary conception of a logistics human resources strategy.
We believe that the overall concept of a human resources strategy in the XX-XX year of logistics is talent-oriented, stimulating and innovating, and strive to cultivate, absorb and create a large number of high-quality logistics talents. People do their best to make the best use of their talents, continuously improve the management level of human resources, and provide strong human resources support for realizing a logistics development strategy.
a logistics human resources strategy swot analysis: advantages: internal monopoly of transportation logistics resources; high professional quality of employees; generous salary and benefits. Disadvantages: lack of high-end logistics talents; market competition awareness is not strong; labor costs are relatively high. Opportunity: Strong support from government policies; promotion through the inclusion of wto; adequate supply of professionals in the labor market. Threats: Intense competition for talent; frequent flow of talent; lack of logistics and information talent. a concept of logistics talents: a logistics person with both ability and political integrity. Being talented and ethical is a genius; a virtueless talent is a mediocrity; a talentlessness is a versatile talent; a talented and talented person.
recommended article
- Human Resources Department 2019 work summary and 2019
- 2014 personnel work summary
- Human Resource Manager's exam high score experience summary
- Summary of the work of the Human Resources Department Performance Section
- Summary of the work of the Human Resources Department
- 2019 Director of Human Resources Department Year-end Work
- Summary of the work of the Personnel Bureau in 2019 and work next year
- Summary of the work of the Personnel Bureau in 2019
- Summary of the work of the Human Resources Department
- Summary of the work of the Personnel Section of the Education Bureau in 2019
- Hotel General Manager and Human Resources Manager
- Summary of personnel education work of the Civil Affairs Bureau
popular articles
- Written to the son 2019
- Summary of the work of the human resources department
- Singing the famous sayings of the motherland
- Non-mainstream aesthetic sentimental sentence
- Summary of human resources management work
- Consolation of a bad mood
- Human Resources Department work summary and work plan
- Summary of the work of the company's human resources department in 2019
- 2014 Human Resources Department Work Summary
- Have to say
- Admit mistakes
- Describe the sentence of sweet-scented osmanthus
- Learning aphorism
- Love and happiness sentence 2019
- The sentence at the time of completion
- Ji Yulin's famous sayings
- Franklin's famous words
- Time maxim
- Summary of new employee work in the Human Resources Department
- Summary of the annual work of the Ministry of Human Resources in 2019
- Poems
- Summary and work of the human resources department in 2019
- Summary of human resources work in 2019
- Sentences depicting autumn scenery
- Joe Gillard's famous saying
- Praise the sentence of the motherland
- Thank the teacher for the words
- Sad sentence 2019
- Hyun dance family impression sentence
- Summary of personnel work