Summary of personnel work

It has been six years since I was qualified as a political engineer in 1996. In the past six years, I have been the manager of the personnel training department of the building and have served as the branch of the department, the secretary of the party branch of the party office, and the member of the building discipline commission. The following is a summary of the main work.

The personnel training department mainly undertakes the work of manpower allocation, salary distribution, social security, employee training, and title evaluation management of the building.

The branch of the department is composed of the general manager and the party members of the personnel department, including the administrative leadership of the building; the party branch of the party office is composed of party members, trade unions, and personnel of the personnel department, including the building party committee and trade union leaders.

Since 1993, under the leadership of the General Building, the building has been reformed and determined to make progress. The appearance of the building has undergone great changes. The economic benefits have been growing year after year, and the social benefits are also obvious to all. As one of the important functional departments of the building, the Personnel Training Department is based on human resources development, people-oriented, focusing on the development of human intelligence, improving people's quality, and activating the talent mechanism. A series of bold reforms and explorations have been carried out on the traditional labor and personnel system. . In the aspect of labor and employment, the labor contract system has been fully implemented, and the fixed posts have been fixed, and the posts have been fixed and the candidates have been selected. At the same time, pay attention to the political and ideological work in the reform. In particular, in the process of merging the original Xintianlong Industrial Company, I adhered to the principle of being legal, reasonable and sympathetic, and proposed the “16-character resettlement policy for all staff training, qualified employment, proper diversion, and guaranteeing life.” The resettlement task has laid a good foundation for the smooth merger of the new Tianlong and has been well received by leaders at all levels. In terms of income distribution, I took the guidance of “xxxx” as the general secretary of xx, and proposed that the distribution should be tilted to the management, management, and technical backbone, and establish a corresponding compensation system so that the distribution is not only linked to the building benefits but also to individual post responsibility and professionalism. Knowledge, skill level, and job performance are linked, and it plays a fundamental role in attracting talents, cultivating talents, retaining talents, and promoting the continuous increase in building benefits. In terms of social security, in strict accordance with the "Labor Law" and related regulations, all social insurance is paid to employees on time and in full. I also presided over the collective labor contract and employee wage collective bargaining agreement, which safeguarded the interests of employees and shaped them. The corporate image, the building is one of the top ten companies in Hangzhou to pay social insurance premiums. In terms of employee training, I presided over the formulation of the "Building Training Management Regulations", insisting that no trainers should not be employed, and at the same time strengthen the training of in-service employees, from general manager to salesperson waiter, each employee will participate in different positions every year. Training. In recent years, we have been working towards learning organizations. From 1995 to June XX, we have trained more than 20,000 employees. In particular, last year, the personnel training department organized employees to train and self-directed. The self-acting essay contest was recommended to perform at the theme education conference of “Integrity, Credit and Career” in the province, and received attention and praise from provincial and municipal leaders and propaganda departments. It has been rated as an advanced unit for post training by the provincial and municipal tourism bureaus. The training has greatly improved the overall quality of the cadres and employees, thus laying a solid foundation for the building to take off in recent years.

In the work of the branch, under the leadership of the Party Committee of the Building, actively implement and study Deng Xiaoping Theory and xx speech, aiming at the characteristics of leading cadres and busy work of party members, building a branch life, strengthening democratic construction, and ensuring that party members, especially leading cadres, Politically competent, professionally proficient, and honest in style. In terms of organizational construction, we have been actively and cautiously developing party members for many years to deliver fresh blood to the party organizations. As the branch work is well grasped, it is implemented, so that the party members of the branch become the backbone of the department, and there are many outstanding members of the building, a city-level outstanding party member, a municipal-level advanced worker, and a municipal-level labor model. .

1. Introduce market mechanisms and reform the traditional personnel system

Market competition is, in the final analysis, human competition and competition for human qualities. Whether human resources are well developed, whether human capital is valued and cherished, determines the level of competitiveness of a company. Therefore, we have established a high-quality workforce as the starting point for our work.

First, strictly select and close the entrance. The building has a high social reputation and good economic returns. Many people are willing to come in to work, find relationships, and open a lot of back doors. For the front office, we insist on recruiting business and tourism vocational students who have passed good vocational education. For management positions, we insist on promoting college students who have undergone front-line training and technical workers with intermediate qualifications, and have passed the examinations of the personnel training department and the employment department. , assessment, merit-based recruitment. Since 1997, we have also taken the lead in recruiting college students as salespersons and waiters in Hangzhou. These people have new ideas, basic knowledge of management theory and strong initiative. After the grassroots work, they will become the second generation of the building. administrator. They have played an important role in the current building output brand management.

The second is to reform the employment system and optimize the employment structure. Reform and opening up is the basic point of all our work. The traditional employment system divides employees into fixed workers and temporary workers. Since 1995, when we implemented the "Labor Law," we have decisively reformed the labor system, and all employees have become contract employees who signed labor contracts. At the same time, according to the requirements of the post, the post will be fixed. In addition to the contract workers, we also hired some of the workers, timekeepers, associates, laid-off workers, and retired workers according to the nature of the posts, forming a contract system and a variety of employment forms. The employment structure has been reduced, which has reduced the cost of employing people.

The third is to actively explore and innovate in enterprise mergers and reductions and increase efficiency, and explore new ways of personnel work. In July 1998, with the strong support of the municipal government, the building merged with the adjacent original Xintianlong Industrial Company, which has a total of 773 employees. In terms of employee status, fixed workers accounted for 80%; from the perspective of age composition, 70% of those over 35 years old; from the perspective of education level, 63% of the national education level. Obviously, such comprehensive quality is difficult to meet the requirements of the three-star enterprise of Sino-foreign joint venture. If all members are placed on the job, it will inevitably cause people to be overstaffed, and the organization will be swollen, so that the annexed building will fall into the predicament of excess redundancy and inefficiency. This will not achieve the goal of sustainable development, but will easily make the building follow the decline of the new Tianlong. Since there is no “contribution payment” policy in fashion, the city starts from the overall situation of stability and requires all of us to receive and resettle. Moreover, before the merger of Xintianlong, there was no dilemma and employee description of the insolvency of the enterprise, and there was too high expectations for the merger report, and the other resettlement methods of the competent authorities were rejected. As a merger party, we must take into account the interests of enterprises and employees and properly handle the relationship between development and stability. On the one hand, enterprises have the autonomy of management, and mergers and acquisitions strive to minimize costs, which is conducive to the sustainable development of enterprises. On the other hand, it is our unshirkable duty to protect the legitimate rights and interests of employees, especially the legitimate rights and interests of old, weak, sick and disabled workers, and to maintain social stability. After repeated research, I put forward the principle of "legal and reasonable sympathy. We do not engage in full-fledged work, nor do we go home in a one-size-fits-all manner. Instead, we seek truth from facts and, according to relevant regulations and the characteristics of the tourism industry, we have introduced "all-staff training, qualified for employment, Appropriate diversion and guarantee of life “placement and diversion scheme. The entry point is training and diversion. The Vocational Education Law of the People’s Republic of China stipulates that the state implements the system of workers to receive necessary vocational education before or before employment. The training also stipulates that the employer should establish a vocational training system and conduct vocational training for the workers. “All staff training, qualified for employment,” is that all those who require the job must pass the induction training of the building. However, when the new Tianlong employees face full training, Many people who qualify for employment

Suddenly, low quality and high expectations are out of touch with the grim reality, resulting in a strong sense of loss. In particular, employees of old age and low culture cannot understand the training of all employees and qualified employees. Some employees even took measures such as petitioning without going to work, trying to force the building to abandon the training of all employees and the qualified resettlement methods. In view of the above situation, we carefully study and publicize relevant policies and regulations, and do meticulous and ideological work, indicating that training is the basic requirement for modern enterprise management. Training is legal and reasonable, and it is recognized and supported by relevant government departments. We also invited the comrades of the Hangzhou Municipal Reform Office to make a report on how state-owned enterprise employees treat state-owned enterprise reforms, and to educate the merged employees on the concept of change, through education and in-depth and meticulous work, to be reasonable and emotional. Gradually, they accepted the concept of qualified training for all staff. At the same time, it has also introduced a policy of appropriate diversion and guaranteeing life. It means that people who have difficulties in participating in training can distinguish between different situations and choose from multiple channels to ensure that all employees who are diverted can get the basic living expenses prescribed by Hangzhou. It is also possible to enjoy the unified national salary increase in the future and the same medical benefits as the current employees. Among them, the old workers are given a special preferential policy: “The living expenses are paid according to the skill salary of the original post. Those who voluntarily retire early and cancel the labor contract in advance will be given a one-time preferential subsidy.” Those who are neither willing to train nor want to For the internal part of the flow, give a half-year waiting period, find the way, and terminate the labor contract after the deadline. In short, while insisting on training, the preferential policies are used to guide employees to take the initiative to divert, and the living treatment is inclined to the old employees. Since all of our diversion measures are within the national policy, everyone can take what they want and make the best choice for themselves according to their own conditions. In this way, some people who do not want to be trained will feel their own losses and no longer insist on unreasonable demands. The greatest degree of winning is recognized by the employees of the merged company. Finally, all employees who meet the diversion conditions have voluntarily signed a separation agreement with the building. Thereby reducing the pressure on the job.

Through the implementation of the "full staff training, qualified for employment, appropriate diversion, and support for life." The resettlement method, the elite team, and reduced personnel expenses, thus promoting the development of the building. By the end of last year, the pre-tax profit of the building had increased by 30 million yuan, and it had achieved the highest turnover in terms of turnover and profit in the province. This is not easy in the general downturn of the commercial and hotel industries. It should be said that the merger of enterprises is successful, and the legal, reasonable and sensible resettlement and diversion of the employees is indispensable.

Second, strengthen the training of in-service employees, and strive to make the building a learning organization.

First of all, we are not allowed to go to work without training. It is our employer's rules. No matter it is a college student or a high school student, whether it is a formal worker or a temporary worker, as long as he enters the building, he or she must pass the induction training. The induction training includes military training, employee handbook, courtesy etiquette, prevention and control, hotel awareness, and health knowledge. In addition to on-the-job training, we pay more attention to job training. We have to do a lot of training courses every year. From general manager to salesperson and waiter, each person has to participate in different training courses, including professional ethics education, business management knowledge, marketing knowledge, wto knowledge, economic development trends and other theoretical courses. There are also operational skills, English, Mandarin training, as well as grade promotion, job title promotion training, and legal and regulatory knowledge training. Most of the trainings have exams, and the test scores are linked to promotion and capital increase. Therefore, employees can actively and actively participate in the training, for fear of falling behind. Employees joked that the building is "Hangzhou University." We also use the method of reimbursing tuition fees to encourage employees to participate in various adult education in the society to improve their own quality and prepare for a better position.

Since 1995, we have trained more than 20,000 employees, and won the honorary title of “Advanced Unit for Post Education” by the Provincial and Municipal Tourism Bureaus, and introduced experience in the tourism education work conference.

Secondly, adhering to the training assessment and holding the certificate is an important guarantee for improving the quality of the team. In order to improve the quality of the staff and ensure that the building is in a leading position in the market competition, we will carry out training and examinations for positions other than simple labor, and those who fail to meet the requirements for employment will be given training. If you can cancel the contract, you can cancel the contract, and you cannot cancel the contract for internal retirement, retiring, and vacation. In the past few years, through continuous training, the quality of the building staff has improved significantly. Among them, high school and above culture accounted for 68%; middle-level cadres and colleges and cultures accounted for 60%, and various titles and grades of work certificates accounted for 83%. The level of culture and professional skills are significantly higher than those of similar enterprises.

Third, build an entrepreneurial platform and establish an incentive mechanism.

The first is to open up the promotion standards for employees, so that employees have a clear goal. In our "Employee Handbook", it is stipulated that the promotion manager must have the morality, ability, performance, and diligence, and have a college education or above. In this way, employees will establish their own goals, consciously do their jobs, and voluntarily participate in various types of training to continuously improve their personal qualities.

At present, the building is exporting brand management, open positions for many positions, encourage competition, and make many excellent high school students and college students stand out and become the new generation of managers with pioneering and innovative spirit.

The second is to carry out self-training and give employees the opportunity to display their talents. In addition to a sound training network, we also organize various lectures, performances, technical competitions, paintings and photography exhibitions with the trade unions to provide employees with opportunities to showcase their personal talents and enhance their self-confidence and enrichment. Employees' spare time and discover talents from them. What is particularly worth mentioning is the employee contest competition organized by us last year. The whole program is organized around training. It is completely edited, self-directed and self-directed by the staff. The stage is full of joy and joy. The employees are received in laughter and laughter. education. Due to the good theme and new form, the provincial and municipal propaganda departments paid attention to it, and recommended the first, second and third prizes in the contest for the performance of the province's "honesty, credibility and career" theme education conference, provincial and municipal leaders. I personally attended the meeting and watched the performance, giving full praise and recognition. It has played a good social effect and effectively enhanced the social image of the building.

Third, guided by the idea of ​​xxxx, establish a distribution mechanism that can attract talents and retain talents. The idea of ​​xx general secretary "xxxx" is the development of the theory of party building under the new situation. In the enterprise, it is necessary to play the role of high-cultural, high-skilled, high-level management and professional and technical personnel. Under the conditions of market economy, the value of talents is not reflected, which will seriously restrict the enthusiasm of talents and create a job change. Modern management science research has found a phenomenon in which 80% of the profits of enterprises are mainly obtained by 20% of talents. Bill Gayci once said that if you dig up the company's top 20 talents, then Microsoft is a very ordinary company. Therefore, as the functional department of the building in charge of personnel work, how to attract and retain the talents of the enterprise is the focus of our work. To this end, we have changed the traditional form of salary distribution based on the length of service and the distribution of bonuses based on average distribution.

First of all, the post structure salary system with post responsibility, professional knowledge, operational skills, labor intensity and working conditions as the elements was established.

, to open the wage gap between different levels, different positions, different skills. Let employees understand that in order to obtain high salary, they must have high academic qualifications, high professional titles, and high skills. With the goal of struggle, employees will consciously and diligently improve their own quality. We also make use of the institutional advantages of Sino-foreign joint ventures. With the approval of the board of directors, in the annual capital increase, we will not engage in the generalization of the big pot and rice type, but based on the responsibility, skills and performance appraisal, the income gap will be greatly increased to make the minimum and maximum wages The gap is 40 times, and the management, management and technical backbone have reached three to ten times. It has better achieved the purpose of attracting talents and retaining talents. Secondly, in the distribution of bonuses, the profit assessment method is mainly established, and the management target deduction is divided into supplementary bonus assessment methods, and the second-level distribution of the building assessment department and department assessment staff is implemented. The employee bonus is not only linked to the building benefit, but also closely related to my work performance, so that the staff can establish team spirit, efficiency awareness, competition awareness, promote the work of the building, and gain a lot of social honors, such as the building desk. Was rated as the National Youth Civilization No.; the three building brand waiters were rated as Hangzhou commercial and trade characteristic brand waiters; Jinyuan Restaurant banquet box group was awarded the title of Hangzhou Wenshi Civilized Teacher Fanggang; the front office department traffic group won the city telecommunications exchange quality The title of the whole excellent unit. Excellent employees are the foundation of the building's success. As of the end of last year, the building's revenue and profits both hit the first place in the province's peers, and won the national top 100 retail enterprises. At the same time, social benefits have also achieved remarkable results. The building has won provincial and municipal civilized units; the national “100 cities without fakes” demonstration store; 96 China half-month talks about ideological and political work innovation awards; national business reputation awards, etc. honor.

The above is a brief summary of the main work in the past six years. It should be said that through several years of efforts, around the goal of human resources development and building a good workforce, comprehensive reforms have been carried out in terms of employment, training and distribution, and a series of management systems have been formed, laying a solid foundation for the prosperity of the building. After China joined wto, our eyes should be farther. We must continue to learn modern management science knowledge, make further efforts in talent development and utilization, and make our due contribution to building development.

By kevin98