Summary of the work of the administrative personnel department in 2019

On April 25, 2019, I entered the college as a consulting assistant and became an ordinary employee of the college. On September 23, 2019, he was promoted to the Administrative and Personnel Department's trainee manager, and was officially appointed as the Administrative and Personnel Manager two months later.

From the time of entry to the present, I have reviewed the work for nearly a year, and there are still some improvements. I will report on my work from three parts below.

I have made great progress in my work over the past year.

First, personal conduct:

When I first joined the company, as a new employee, I didn’t know much about the college. In order to adapt to the new working environment, I received every job here with a return to zero. Every colleague, every college A system. In order to get to know the situation of the college as soon as possible, I have collected a lot of information from the college to learn. If I encounter something I don’t understand or know, I will consult my colleagues in time. In this way, I have mastered the situation of the college in the shortest possible time. Laid the foundation. Due to my hard work and outstanding performance, I was promoted to the Administrative and Personnel Department trainee manager in September.

During my time as Manager of the Administration and Personnel Department, I worked diligently, adhered to principles, and did every job well. It is upright and principled. This is also the professional quality that must be possessed in human resources work. The administrative personnel department itself is a balanced lever that regulates the interests of enterprises and employees. It is just integrity, and it is to ensure the fairness and justice of handling affairs. For example: adhere to the assessment system when doing employee attendance assessment, do not relax the conditions for any individual reasons; strictly observe the college system in organizing meetings, attending training, etc., as a benchmark, when employee behavior does not meet the system requirements Strictly enforce the behaviors stipulated by the system and impose penalties on violations.

Second, management thinking:

I appreciate Wang Shi’s words in the “Global Communication” advertisement: “Everyone is a mountain. The most difficult mountain to climb in the world is actually its own. Strive to go up, even if it is a small step forward, it has a new height”. According to my understanding, the height is different, the vision is different, and the angle of thinking is different. Then I ask myself to think about the problem from the perspective of the leadership and the college, and grasp the overall concept. Only in this way, we provide the programs and suggestions. It is comprehensive and valuable; it can do its work as its own thing, put the interests of the college and the interests of the students first, and truly contribute to the leadership, decompression, and contribute their own meager strength to the growth of the students.

Third, actively organize employee activities and employee training

Employee activities are effective regulators for relaxing and working conditions, and are a way to increase team cohesion. Employee training is an effective way to improve the quality of employees, unify understanding, unify thoughts, and act in concert. Therefore, in the work of the last half of the year, it has been organized many times. Employee activities and training, such as organizing employee basketball games, skipping competitions, executive training, and skills training, have been recognized by employees.

Fourth, administrative service work

Administrative work is a service work, providing good services for all departments, cooperating with the work of various departments, building a home for each employee, and letting each employee have a sense of belonging is our unshirkable responsibility. To this end, we start with the beautification of the office environment, conduct weekly health assessments, and publish them on the list, praise the good health, criticize the poor health, so that every employee can recognize that the office is our home. Celebrating birthdays for birthday employees is also part of building a corporate culture that allows employees to feel the care of their loved ones and the warmth of their families.

V. Reward and punishment have laws

The reward and punishment of law is also an effective way to motivate employees. Spiritual and material rewards for employees with significant progress and outstanding contributions are recognition of employee achievement and an effective way to motivate other employees. To this end, we have named the Best Progress Award, Best Contribution Award and outstanding staff in 2019, encouraging truly outstanding employees and setting an example for other employees. Of course, it is also necessary to punish employees who violate the rules of the college, fail to complete their work in time, and produce results. Of course, punishment is not an end. We must let employees recognize their mistakes and encourage them to work hard. Work hard and submit a satisfactory answer to each job.

Of course, there are still many shortcomings in the work of the previous year.

First, the plan is not strong

The plan is a compass for action. A good plan can pre-allocate resources, conduct work in an orderly manner, and achieve maximum benefits with minimal cost. However, the imperfect planning system in the past work has led to the unreasonable work and reduced work efficiency.

Second, the recruitment is not enough

Recruitment is the most energy-intensive work in the entire human resources work. In addition, the college's professional requirements are special, especially for teachers. It requires professional counterparts, academic qualifications, and project experience. This requires us. Screening through multiple channels, but all along, we have only screened through ChinaHR.com and Zhilian recruitment. Most of the resumes on this type of online recruitment are college graduates with insufficient work experience, which can not meet our needs. The restrictions on our recruitment results, can not be timely recruited in place, resulting in a shortage of special talents, affecting the normal operation of the department.

Third, the training is not enough system

As the various businesses of the college are in the stage of development and growth, but the quality of the personnel can not meet the development of the college, which requires various trainings for the requirements of different positions in the department, but due to the busy work of various departments, my own calculations The ability to draw, execute, and organize training is insufficient. A more scientific training management system has not yet been established. For example, the training and employee personnel adjustments are closely integrated, and the assessment promotion system can be established through grassroots management training.

Fourth, the staff assessment work is not in place

The assessment of employees' correction, promotion, salary increase, transfer, and dismissal did not establish a sound mechanism, and did not establish effective quantitative and objective data for comprehensive and comprehensive evaluation.

Self-evaluation:

1. Personnel work requires strong principles, and administrative work requires a stable sense of stability. These two effective combinations

I am still missing.

2, sometimes tempered at work, not calm enough to bring emotionality to work.

3, administrative work is multifaceted, sometimes considering the problem is not comprehensive enough, the problem is not detailed enough.

4. Communication with leaders and colleagues is not very good and affects work efficiency.

In the future work, it is necessary to improve their own business capabilities, improve their own heights, and improve their overall quality to meet the requirements of the college.

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