Summary of the work of the Ministry of Human Resources in 2019 and the work plan for 2019

2019 is the company's ** year, but also the ** year. Under the close unity and efforts of all departments, the management of the head office has been basically completed, and the work for the whole year of 2019 has been put on a perfect end. The summary of human resources work in 2019 and the 2019 plan are as follows:

Summary of the work of the Human Resources Department in 2019

1. Adjust and integrate the organizational structure according to the company's strategic needs

In order to adapt to the Group's development goals, with the implementation of the company's reforms, the restructuring and integration of the group's organizational structure, the core content adjustments include:

a), the provincial production base: **********.

b), provincial production bases: ********** independently operate and manage.

c), the functional department of the head office:

Second, standardize job responsibilities, form a job description table

After the organizational structure adjustment, the Human Resources Department took the lead and asked all departments to re-examine the job descriptions, job responsibilities, job qualifications, and other positions of the department, branch, and business unit in accordance with the requirements of the management system. To enable employees to clearly understand the job standards, and to fill and expand the duties of department staff.

Third, through the post analysis, the fixed post will be fixed and fixed, and the personnel will be simplified.

According to the spirit of the company's proposal for open source and expenditure reduction, with the principle of being lean and efficient, all units will be consolidated according to the situation, and personnel will be fixed and fixed. The details are as follows:

a), ********** merged with the Traffic Management Department.

b) Analysis of the positions of various departments, combined with the work situation, the implementation of personnel is simple, the number of people is ****.

Fourth, personnel recruitment

1. Standardize the recruitment process: establish a recruitment management system, formulate and implement the “Recruitment Management Regulations”, and implement the written test of the regular position.

2. Establish a comprehensive recruitment channel for the company:

1. Open online recruitment channels to meet the needs of talents at different levels. There are 5 websites:

National website

Regional website

Professional website

ChinaHR

Southern Talent Network

Zhitong Talent Network

Pearl River Delta Talent Network

Lighting Talent Network

2. Sign a professional headhunting company to expand the channels of high-end talents.

3. Increase talent mining in the industry and dig people, introduce colleagues, and recruit talents on-site.

4. Employees mainly pass through the on-site setting points in the surrounding areas, setting recommendation rewards introduction, agreement dispatch completion, intermediary recruitment, posting announcements, school cooperation and other channels for recruitment.

3. Recruitment number:

1. Enterprise management personnel: The number of newly recruited enterprises is ***.

month

January

February

March

April

May

June

July

August

September

10

11

12

total

Number of people

2. The quality and composition of the newly added enterprise management personnel are as follows:

project

Quality

composition

College and below

Bachelor

master's degree

Technology category

Management and other

Sales and finance

Number of people

proportion

80.5%

18.5%

1%

10%

74.8%

15%

3. Recruitment of employees:

month

February

March

April

May

June

July

August

September

10

11

total

Number of people

1

4. Number of employees leaving the company:

month

January

February

March

April

May

June

July

August

September

10

11

12

total

resignation

1

37

44

49

33

6

Self-detachment

3

6

0

0

0

Note: The number of resignations includes the number of people who need to leave because of the streamlining of company personnel.

5. Number of employees leaving:

Branch factory

*

total

Normal resignation

47

Automatic separation

Automatic resignation means signing up to work in the workshop.

4. Recruitment costs and other expenses:

project

Introducing rewards

Going out

Online recruitment

Travel recruitment

other

total

cost

Note: The above fees may be statistically out of method, but the cost of human resources is basically controlled within the budget.

V. Personnel training and development

1. Establish an institutional training system, formulate and implement the Training Management System and the Storage and Training System, and form a training system based on the company's development needs.

2. Implementation is carried out in accordance with the 2019 training plan. The key training programs include: reserve cadre training, team leader/director and other grassroots management personnel to enhance the heart, company system promotion, middle and high-level management personnel, and relatively few key post training follow-ups.

3. Internal lecturer team: Establish an internal lecturer team with experience and familiarity with the real situation, saving training funds.

4. Formulated the company's training curriculum system. Such as: storage training courses, director training courses, middle and high-level training courses.

5, business management training statistics

month

Total number of participants

Training time

Average number of in-service enterprises

Average training time for all staff

January

571

33

654

28.81

March

359

26

714

13.07

April

533

31.5

803

20.91

May

391

33

842

15.32

June

256

twenty two

861

6.54

July

391

31

890

13.62

August

299

16

831

5.76

September

431

twenty four

796

12.99

October

275

42

756

15.28

November

560

26

752

19.36

6. Reserve cadre training

project

Number of batches

Number of trainees

The number of qualified

Total class hours

Remarks

data

The eighth phase is underway and is not counted.

7. Newcomer induction training:

project

Number of sessions

Number of trainees

class

Remarks

data

Arrange at the end of the month, arrange the number of flights according to the number of people

6. Salary and welfare management

1. Formulate and implement the “Regulations on the Management of Piece Weights in the Production Workshop of the Company” so that the wages for the piece-rate of the workshop can be ruled.

2. Establish a partial compensation system.

3. The employee benefits have been improved. The company has rented out employee villages and improved accommodation conditions.

4. The number of people who have been transferred to the company is 347, and the number of people who have been promoted is 140. The salary is not paid.

7. Performance appraisal work:

1. For the probationary period, the number of personnel will be positively adjusted, and the total number is 347.

2. Completion of the 2019 mid-term enterprise management assessment, and the year-end enterprise management is in progress.

3. The performance appraisal system is being improved. The company's leading performance appraisal project team has completed the setting of key performance indicators of various functional departments of the company, and the kpi appraisal project is trial operation.

4. The workshop management personnel are mainly based on monthly assessment. The functional department's semi-annual assessment and kpi assessment are combined to reasonably evaluate employee performance and motivate employees' potential and work enthusiasm.

Eight, employee relationship management

1. Newly recruited personnel sign 100% of the labor contract, supplement the signing of the wage confidentiality agreement, classify and manage the files, and regularly sort out the files of the resigned personnel.

2, the reception of staff disputes **** more than the number of people, resolve employee conflicts, harmonious labor relations, improve the satisfaction of both sides.

3. On the basis of observing the "Labor Law", avoiding risks, good labor-management relations, no major labor disputes, and the number of labor disputes in the whole year.

IX. Attendance and discipline

1. Revise and implement the “Regulations on Attendance and Leave”, and strictly attend the discipline.

2. Summary of violations

month

January

February

March

April

May

June

July

August

September

10

11

total

be late

2

Completion

2 days

9 days

2 days

2 days

10 days

1 day

4 days

6 days

3 days

4 days

6 days

49 days

X. The summary of the branch is carried out separately.

XI, 2019 encountered difficulties and problems

1. Recruitment:

1. The economic resurrection in 2011, the “labor shortage” in the Pearl River Delta and lighting industry, resulting in shortage of talents and difficulties in recruiting employees.

2. The mechanism for retaining people needs to be improved, resulting in the inability to survive and the situation. In 2019, the number of employees left is *****.

3, school-enterprise cooperation is not ideal, supply and demand disorders, the school's selectivity is large, in the salary, welfare, the environment and other non-competitive advantages, cooperation difficulties or cooperation once no cooperation opportunities.

4. In 2019, the recruitment of 100 elites was basically in place. Due to the adjustment of strategy and development, the performance evaluation of some middle-level executives and technicians was not suitable for streamlining, the process was difficult, and the results were ok.

2. Compensation and benefits

1. The salary difference between the workshops is large, and the salary level is low. The monthly salary of the workshop staff is 1300---1500 yuan in the case of normal attendance and overtime work. Sometimes the company needs to borrow wages to make it difficult to retain people.

2. The enterprise management personnel have no perfect salary management system. Some positions are unreasonable in salary, and employees' salary adjustment is not standardized, which has brought negative impacts on the work and caused staff loss.

3. Performance appraisal

1. The company has set up a kpi assessment team and the progress will be improved. Subsequent company performance appraisal is based on the combination of objective data and kpi performance appraisal and behavioral level as the main 360 degree management ability assessment.

2. Basically form kpi assessment based on objective data, assess the performance of job managers, establish workshop management personnel, and fail to test the functional departments, resulting in lack of work pressure and motivation, low work efficiency, and low crisis awareness. Lack of innovation and enthusiasm for improvement.

3, semi-annual assessment and propaganda work is not in place, the evaluation of the results of the evaluation of the management personnel is not obvious, not combined with salary adjustment, the degree of attention is not enough.

4. Training

1. The human resources have not followed up on the on-the-job training organized by each unit, and the department has not submitted it to the department on a regular basis.

2. The purpose of the training is not clear, the training curriculum is lack of rationality, and sufficient training needs are not investigated and analyzed.

3. After the training, some students will be given a written test and other assessments. The form is single, the training report is not written, and the training effect evaluation is not adhered to.

4. The lack of motivation or pressure in training, training and job rotation, cadre promotion, salary increase and other incentive mechanisms are not linked.

5. Personnel information system is primitive behind

The personnel information system does not adapt to the existing development. The functions such as statistical analysis of personnel cannot be used normally. The function is single, which causes great difficulties for the work, wastes manpower, and affects work efficiency and work quality.

2019 Human Resources Work Plan

Human resource swot analysis

Inside

unit

war

slightly

because

Prime

Advantage

1. One of the leading players in the industry in the industry, with a sound industrial chain and stable operation

2, has a group of professional quality and high-quality marketing management team, marketing model and network improvement.

3. Implementation of a win-win policy and contracting operations to improve the enthusiasm and responsibility of managers.

4. The company's product brand has a certain reputation.

Disadvantage

1. The company is a labor-intensive enterprise, and labor costs account for a large proportion of manufacturing costs, directly affecting the company's profitability.

2. The overall salary level of employees is low, the attraction to talents is low, there is no competition, and the turnover is high.

3. The working environment and accommodation conditions of the general factory are poor.

4. The management ability of the grassroots management personnel should be improved.

External strategic factors

opportunity

Good national policy, energy saving and emission reduction

**** The formation of the industry talent competition pattern has attracted the gathering of practitioners in the same industry.

** The government has accelerated the creation of regional brand image of featured industries and promoted the creation of the brand in this town.

The company allows the timely introduction of external management consulting firms.

Threat

1. The competition for high-paying talents in the same industry is fierce; the flow of talents is frequent, and the company's brand and salary are not attractive enough for external talents.

2. The adjustment of supply and demand relationship of operators and the intensification of competition in corporate recruitment have led to an increase in the bargaining power of operators and an increase in wages for workers.

3. The urban economy in the Mainland has developed rapidly, and the demand for workers has increased. The workers in the Pearl River Delta have become the targets of hunting for mainland enterprises.

4. The expansion of the company's operating scale constitutes tremendous pressure on human resource management.

Main work plan for 2019

In 2019, it mainly focused on recruiting, educating, and retaining people, and doing a good job in the development and stability of employees and business management teams.

I. Recruitment: Open up recruitment channels and quickly replenish personnel.

1. Expand and improve recruitment channels and develop various channels.

2, business management recruitment channels: online, on-site recruitment, talent search as the main recruitment channels, internal recommendation, headhunting, joint recruitment, training promotion and newspaper advertising as a supplementary recruitment channel. For the recruitment of general business management positions, establish a partnership between the job center and the employment agency center to reduce the company's recruitment costs. Timely supplement the personnel management of various functional departments and the selection of middle and senior management personnel.

3. Employee recruitment channel combination: internal recommendation, intermediary cooperation, and set-point are the main, and internal promotion of human market recruitment, school-enterprise cooperation, and flexible employment are supplemented.

4. Employee recruitment important channels to introduce friends and relatives to the factory, set up incentives, and fulfill the task of reserve to meet the needs of the company.

5. Develop and establish a company in a place where there are advantages in salary, benefits and popularity, or in an influential area, looking for talent agency cooperation or local recruitment cooperation.

6. Develop and establish grass-roots party organizations or village organizations in poverty-stricken areas in the Mainland, and cooperate in vocational colleges and poor rural areas to form labor relations. In particular, it is necessary to establish a cooperative relationship with secondary schools.

7. Recruitment of work processes and methods and improvement of recruitment effectiveness.

Second, educate people and strengthen team building

Refer specifically to the 2019 Training Plan for the Year. In the whole year of training, the company will adopt centralized teaching, video training, simulation exercises, concentrated reading and interviews and external training.

Third, do a good job in key positions and improve the construction of talent teams.

1. The personnel reserve plan and the successor plan, the basic management personnel are upgraded from the reserve cadres, but the key management or technical personnel require the department heads, factory directors, and general managers to list the plans, targeted and targeted. The training of potential and potential personnel will be carried out, and the corresponding training course system will be developed to improve the talent echelon construction.

2. Demand for talent reserve in key positions

Based on the company's goals, we will grasp the status quo of key positions, pay attention to its stability, and facilitate the reserve of talents in key positions.

3. Through various methods such as rotation training and succession plan, enhance the ability of reserve key positions and important post management personnel, and dynamically manage the classified reserve talent pool to create a talented team with high recognition of corporate culture.

Fourth, establish a standardized, unified grade

In view of the fact that no grades have been established for the grades, and the grades of the branches of the Group have been established, a standardized and unified grade has been established. Changing the imbalance of job values ​​within the existing group, maintaining the normal operation of the company is conducive to the improvement of the compensation system and the balance of business travel.

V. Improvement of salary and benefits and performance appraisal

1. Improve the performance appraisal system and the remuneration system, and increase the level of employee compensation and benefits through the improvement of labor productivity and operational efficiency, and improve the satisfaction of both employers and employees.

2, the salary is fair and motivating, in order to improve the enthusiasm of employees.

3. Formulate the salary increase management method. The trial period has expired and the promotion salary increase has been implemented. However, for the annual salary increase and special salary increase, the company is arbitrarily large, there is no rule to follow, and the program is transferred by the human resources department. Leading the examination and approval, changing each existing department can sign a salary increase, which is not conducive to salary management.

4. The specific salary system and performance appraisal will be improved and upgraded, and another plan will be made.

Sixth, the assessment of expatriates

The senior management personnel of the branch offices of the provinces and the management personnel assigned by the head office to the branch companies shall formulate an assessment plan for the expatriate personnel and the senior management personnel of the branch company to grasp whether they are “one heart” with the head office, and evaluate the behavior: Headquarters intentions are consistent; loyalty; work performance, etc.

VII. Branch management human resource management

1. Require each branch to establish a human resources management system and report it to the head office for filing.

2. Focus on training the office director of the branch office and the clerk responsible for human resources to improve the management level.

3. Check the branch file management work and standardize as required.

VIII. Construction of the human resources system and revision of the Employee Handbook

1. The human resource control program has been completed. The third-order file is revised in 2019, and the module system files are created.

2. Write a new version of the “Employee Handbook” and promote the company's corporate culture through the “Employee Handbook”.

IX. 2019 Human Resources Department Cost Plan:

project

Departmental salary

Recruitment fee

Water and electricity costs

Travel expenses

Office fee

other

total

Estimated cost

Note: The reserve cadre subsidy and the employee introduction bonus are not counted and paid by the company.

Conclusion

In 2019, the Human Resources Department will focus on all aspects of recruitment, education, and retention. The Human Resources Department has the confidence to meet the challenges. I believe that under the leadership of the Group, through joint efforts, human resources management must be We can take a new step and provide professional support for the Group to take off again and continue to develop, complete professional work and contribute professional strength.