Work Plan I of Human Resources Co., Ltd.
I. Work plan:
1, complete the job analysis of each department and position of the company, and bring scientific basis for salary evaluation and performance appraisal;
2. Complete the daily recruitment of human resources, and consider the rationalization of manpower allocation in various departments;
3. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;
4. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance the cohesion among employees.
5. On the basis of the existing performance appraisal system, realize the perfection and normal operation of the performance appraisal system and ensure that it is linked with salary. So as to improve the effect and benefit of performance appraisal.
6. Vigorously strengthen the training of employees' post knowledge, skills and quality, and intensify the development of internal talents.
7. Carry forward the company culture and infect others with excellent culture;
8. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.
9, completes the personnel turnover rate control and labor relations, dispute prediction and processing. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.
10, complete the temporary work arranged by the leader, etc.
Two. Capital plan: (total: 17970 yuan)
1. Recruitment: 16200 yuan
A. Newspaper recruitment: It is estimated that there will be three large-scale recruitment in the newspaper in the 20th, and the recruitment fee will be controlled within 500 yuan, that is, 1.5 million yuan;
B. Recruitment in the talent market: Yu Hui annual card 1200 yuan/year;
2. Office supplies: 8 10 yuan
One, 400 combinations, 0.5 yuan/one, namely 200 yuan;
B, insert the folder 60 pages 10, 8 yuan/Zhang, that is, 80 yuan;
C, 4 sheets of printing paper, 120 yuan/sheet, namely 480 yuan;
D other consumables (pens, correction fluid, paper clips, etc.). ): 50 yuan;
3. Transportation: 960 yuan
80 yuan/month, 960 yuan/year (used for weekly recruitment of human resources department, daily routine departure, business trip, etc.). )
Work Plan II of Human Resources Co., Ltd.
I. Guiding ideology
In view of employees' weak adaptability and great potential for innovation and promotion, combined with the company? _x？ The overall development strategy, vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, and bring suitable human resources for the company to establish outstanding enterprises with sustainable competitiveness.
Second, the preparation principle
(a) the combination of strategic training, applicability training and improvement training.
(two) for all staff, highlighting the key points.
(three) centralized management, overall arrangement, clear responsibilities.
(4) Revitalize resources and pay attention to actual results.
Third, the main task of training
(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.
1, set up training courses for refining, continuous casting, steel rolling, welders and instrument technicians (including senior technicians, technicians and default technicians), with the number of trainees * * *; Training courses for welders, instrumentalists, boilers, steam turbines and other senior workers were held.
2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.
3, vigorously implement the training project of skilled personnel.
Based on reality, all units provide 1 employee with rich theory and strong writing expression potential as assistants for experienced skilled talents (special technicians, technicians on duty, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated auxiliary personnel. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.
4. Select 50 backbone operators for pelletizing shaft furnace, blast furnace, converter, continuous casting, refining and rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.
(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.
1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, PLC and English at different levels.
2, combined with new product development, there are plans to hire experts at home and abroad to impart knowledge, to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the spread of new technologies and new processes.
3. Intensify overseas training, send 100 outstanding professional technicians to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional technicians to study in relevant domestic enterprises and universities, so as to improve the professional and technical level and bring intellectual protection to the company's technological progress and transformation.
(3) To meet the needs of the company's development and management promotion, strengthen the training of all kinds of management personnel needed by the company.
1. According to the requirements of the provincial party committee, provincial state-owned assets supervision and administration commission, the group and other superiors, senior and middle-level managers are selected for training in a planned way to further improve the production, operation and management potential of senior and middle-level managers.
2, increase the intensity of full-time rotation training for managers at all levels. Training the newly promoted or proposed middle-level and grass-roots managers on their qualifications; Taking the MBA core course as the main teaching material, combined with the actual management and requirements of the company, a 1 year full-time rotation training class for middle managers was held; Based on the theory and practice of grass-roots management, the second full-time rotation training course for grass-roots managers was held for more than 6 months. Continue to take the "enterprise team leader training class" as the main material, and organize five training sessions with a full-time period of 1 month among the key members of the team; Combine the general management potential and professional management potential, and hold training for purchasing and marketing system personnel for more than 6 months.
(four) continue to carry out adaptability and improvement training of various related knowledge and skills at different levels.
1. According to the requirements of various management system certifications, we will continuously carry out centralized training on obtaining evidence and replacing certificates for internal auditors, relevant management personnel, personnel in key positions and special operations personnel with more than X employees at different levels; Take a combination of self-run classes, team learning and online learning, hold all-staff training on laws, regulations and document systems, and cultivate employees' awareness of quality, safety and environmental protection.
2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized routine inspection and maintenance training course for senior and middle managers, equipment section chiefs and professional routine inspection personnel; Take the initiative to run classes and carry out equipment operation and maintenance personnel training with TPM equipment management knowledge and simple equipment maintenance, equipment management regulations, emergency plans and job responsibilities as the main materials.
3. Cooperate with the continuous improvement of the company and continue to do a good job in personnel training and user training at all levels of the system.
(5) for the company? _x？ Personnel reserve training should be done well in new technical transformation projects. According to the project plan, personnel in key positions, such as long blast furnace, foreman, converter main steelworker and rocker, refining and continuous casting squad leader, should be trained in advance.
Four. Implementation strategy and safeguard measures
(A) increase publicity, strengthen modern training concepts, and create a learning atmosphere for all staff.
The company will give managers at all levels a deep understanding through the publicity and reports of TV, newspapers, websites and other media. Training and development are the driving force for the rapid development of enterprises? 、? Training is the first process of production? It is my bounden duty to cultivate and develop subordinates and build a high-quality team. In the company's strategy of building an excellent enterprise with sustainable competitiveness, I consciously attach great importance to the learning and growth of employees; At the same time, the company must create a whole? Need to learn? The atmosphere, so that employees really realize? It is the duty and obligation of every employee to adapt to the post requirements and improve their own quality? Training is an effective way to help employees improve their survival potential and post competition potential and strive to improve their learning initiative.
(two) improve the training system, strengthen the assessment and incentive, improve the training management system.
1. In order to meet the requirements of the company's management reform and human resource management centralization, we will optimize the training management process, revise and improve the management measures for employee training and development, standardize management, and improve the efficiency of training and development.
2, strengthen the plan management, strict assessment, to ensure the training effect. Divide all training into company training, unit self-training and delivery training, conduct centralized management, and regularly check and evaluate the training plans and training effects of training centers and units in strict accordance with the requirements of economic responsibility assessment; At the same time, strengthen the assessment of trainers and link the training results with the treatment and use.
3. Improve the training incentives, review and give necessary rewards to the project implementation units, outstanding students and outstanding teachers (including part-time teachers) with remarkable training effects, and at the same time improve the training and teaching subsidy standard for part-time teachers to encourage employees to impart knowledge and experience.
(3) Integrate internal resources, give full play to the advantages of technical departments, and improve the development potential of independent training; Strengthen foreign cooperation and exchange, realize complementary training resources and meet high-level training needs.
1. Give further play to the role of the training center in general professional (post) basic theory and skills training, solve the training infrastructure resources through multiple channels, improve the hardware facilities level of the training center in general post skills training, and meet the basic skills training needs of employees.
2. Give full play to the advantages of technical center, information automation center, maintenance center and other units (departments) in on-site technical and on-site operation training, and bring their resources into the management scope of on-site technical and skill training resources of related majors (posts) of the company to ensure the pertinence and practicability of the training required by the company.
3, starting from the overall interests of the company, break the boundaries of units (departments), make full use of existing and idle resources, promote mutual learning, exchange and training between different units of the same type of work, and realize the sharing of training resources.
4. Strengthen the screening of foreign training information, choose to cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.
(4) Further strengthen the construction of teaching staff and the development of training materials to bring qualified teachers and effective blueprints for training.
1. Invite experts to the company to provide professional training for internal trainers (part-time teachers), examiners and training administrators, so as to improve the overall quality of trainers.
2. Organize the company's professional and technical personnel, develop a batch of training materials suitable for the company's equipment and technology, and speed up the improvement of the test question bank and case base to meet the training needs.
3. Give full play to the professional advantages and business specialties of the training center, and bring business guidance for independent training of each unit.
(5) Strengthen process management and monitoring to ensure training quality.
In the process of training project implementation, we should adhere to training quality management standards and focus on training preparation, training implementation and evaluation. Three links? On the one hand, we should urge training units to design courses and select teachers according to their needs, strengthen the management and quality control of teachers' teaching process, and strictly assess students; On the other hand, improve the evaluation method of training effect, and measure the training satisfaction from the aspects of students' reaction, academic performance and employer's evaluation.
Work Plan III of Human Resources Co., Ltd.
Improve the organizational structure of the company
I. Overview of objectives
Strictly speaking, the organizational structure of the company so far is incomplete. The organizational structure of the company determines the development direction of the enterprise. In view of this, the human resources department should first complete the improvement of the company's organizational structure within 20_. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, we will formulate a scientific company organizational structure, determine and distinguish the rights and responsibilities of various functional departments, make the responsibilities of all departments and posts clear, make the organizational structure seamless and non-overlapping, and apply it scientifically, and try not to make major adjustments within three years, so as to ensure the good operation, standardization and sustainable development of the company within the existing organizational structure.
Second, the specific implementation plan:
4.20_ year 1 before the end of the month, complete the investigation on the rationality of the existing organizational structure and staffing of the company and the future development trend of all departments of the company;
5.20_ Complete the draft organizational structure design of the company before the end of February, solicit opinions from all departments, and submit it to the board of directors for deliberation and revision;
6.20_ Complete the organization chart of the company, the organization chart of each department and the company's staffing plan before the end of March. All departments of the company cooperated with the company's organizational structure and reformed the job description and workflow on the basis of last year. The human resources department is responsible for filing.
Three. Matters needing attention in achieving the goal:
1, the design of organizational structure should be based on the principle of simplicity, science and practicality. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.
2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.
3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as is the setting of departments and staffing. Once the organizational structure is determined, the human resources department will have the right to refuse the increase of staff and staff outside the organizational structure unless the board of directors specifically approves it.
Four. Target owner:
First responsible person: manager of human resources department
Co-leader: Assistant Manager of Human Resources Department
Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:
1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;
2. After the draft organizational structure is published, it must be decided by the board of directors of the company to invite all departments to review and put forward valuable opinions.
Work Plan IV of Human Resources Co., Ltd.
I. Guiding ideology
In order to conscientiously implement the new National Labor Contract Law, standardize the management of faculty and staff on campus, make full use of human resources to realize scientific and institutionalized personnel management, and safeguard the legitimate rights and interests of faculty and administrative personnel, the personnel management system of Xinhui International Education Group is formulated, focusing on personnel training, signing new labor contracts, assessment of faculty and staff, rewards and punishments, and recommendation of management personnel. The work plan for this semester is specially formulated.
Second, the work objectives
1, improve the personnel management system, organize personnel files and standardize personnel information.
2. Set up a campus recruitment team, improve the recruitment mechanism and operation process, assist the personnel department of the group to draw up the written test database, and improve the interview and written test process.
3. Do a good job in the daily personnel work of the school, such as staffing, recruitment, contract signing, assessment, rewards and punishments, personnel file management, etc.
4. Further strengthen the training of teachers and improve the working attitude and awareness of employees.
Three. Main work and requirements
1, staffing and training
After the start of school, according to the actual number of students in our school campus and the system and requirements of the group's personnel department, we will carry out a detailed personnel cleaning and editing work for the school, put an end to human waste, make efficient and intensive use of human resources, organize staff to conduct business training and learn the relevant systems of the group, so that the majority of staff can enter the working state as soon as possible and improve their work efficiency and business level.
2. Evaluation
Carry out the evaluation of probationary employees, go deep into the work level to evaluate the new employees, and then carry out the practical probation evaluation. According to the relevant provisions of the personnel management system, find outstanding talents from ordinary employees in time, evaluate them and recommend them to the personnel department of the group in time. And in accordance with the provisions of the school administrative staff assessment, improve their management ability and execution ability.
3. Document management
Do a good job in the management of staff files, establish new employee personnel files and keep them in separate cabinets. Do a good job in the registration form and roster of faculty and staff in time, and carry out information numbering, information classification and information preservation for newly hired personnel in accordance with the personnel management system and relevant regulations. Ensure the standardization, scientification and modernization of personnel management.
4. Carry out personnel system research, put forward reasonable suggestions, strive to explore new ways of personnel management, and constantly upgrade the brand of the new emblem. Establish a school recruitment team and improve the recruitment mechanism and operation process.
5. Renewal and dismissal
According to the personnel management system of the Group, employees whose contracts expire are urged to renew their contracts two months in advance, and those who fail to renew their contracts within ten days are deemed to have left their jobs automatically. If you think that your work is incompetent, you can dismiss it according to the relevant regulations and issue a written notice, firmly establish the idea of serving the employees, handle affairs impartially and adhere to principles.
6, rewards and punishments
According to the provisions of the personnel management system of the group, cooperate with relevant departments to do a good job in employee assessment and rewards and punishments, and file the records of assessment and rewards and punishments. Conduct public opinion evaluation on faculty and administrative staff, master the first-hand information of promotion before evaluation, find outstanding talents from them and recommend them to the personnel department of the group.
Work Plan V of Human Resources Co., Ltd.
First, improve the system and gradually realize the standardized management of human resources.
At present, the Group is in the preparatory stage, and various systems are not yet perfect. According to the actual situation of the company, we will define the organizational structure and formulate a set of group human resource management operation process system. At the same time, guide all subsidiaries to improve the company's human resource management system according to their own industry characteristics and refer to the group's human resource management system, and gradually realize the standardized management of the company's human resources. The establishment of various systems is planned to be completed before June 30, 2000.
1. Establish a new employee induction management system. At present, the company pays low attention to new employees, which is easy to cause the loss of new employees. To this end, a new employee induction management system will be established and two induction instructors will be appointed to help new employees. One is the corporate culture tutor, whose main responsibility is to guide new employees to get familiar with the corporate culture of the company from the first day of employment and integrate into the company as soon as possible; Second, the business mentor, whose main responsibility is to help new employees get familiar with the work process, and guide new employees to gradually get familiar with the work materials and adapt to the company's work requirements. At the same time, the two tutors are also required to communicate with new employees every week to understand their adaptation to the company and work and answer the doubts raised by new employees. It is necessary to conduct unified training for the tutors of new employees, so that they can master the methods and communication methods of guiding new employees, and give encouraging subsidies. At the end of the year, outstanding tutors will be selected and awarded certificates and awards.
2. Establish a new training management system. Training is an effective way to improve the quality of company employees, but it needs systematic implementation to be more effective. The new training system will implement credit value and bring it into the scope of performance appraisal. Learning materials are divided into new employees, professional accomplishment and management skills. All employees in each business category and professional quality category need to participate in learning, and employees in each business category participate in learning. New employees belong to new employees. Learning methods will be diversified, companies and departments will be organized in a unified way, and individuals will study by themselves, and they will go out for inspection and training. During this year, students will be evaluated and awarded certificates.
3. Improve the employee handbook. Employee Handbook is a learning guide to guide employees to be familiar with the company's corporate culture, the company's code of conduct and the daily work flow. It is also a compass to guide employees. First, the original terms are not suitable for enterprise development, then the controversial terms are refined, and then new materials are added, such as basic etiquette norms.
4. Improve the salary and welfare system. In the new year, in order to cooperate with the implementation of performance management and improve the welfare system, the original salary structure will be adjusted.
5. Establish team level management system and evaluation system. In order to better control collectivization, the ranks of the group will be sorted out, divided into administrative series and professional series, and measurable standards will be drawn up for the evaluation of ranks. For example, the distinction between ordinary employees and senior employees will be based on the time of entry and the time of social work in the same position. Ordinary employees: within two years of employment, within two years of the same position in society; Senior employees have been in the company for more than two years and have worked in the same position in society for more than two years.
6. Improve the performance appraisal management system. In 20_ years, property, real estate and supermarkets will gradually implement performance appraisal, summarize the monthly assessment situation, and summarize and modify the information that needs to be improved to better meet the performance management needs of each company.
Second, strengthen staff training management and further improve the overall quality of employees.
At present, the overall basic ideology, service awareness, daily basic etiquette knowledge and business knowledge of the employees of the subsidiaries of the Group need to be improved. After 20 years, a comprehensive training demand survey will be conducted and an annual training plan will be made. Training will be classified according to induction training, business skills training, intensive training and basic quality training, and the annual training points system will be implemented.
1, new induction training, mainly to familiarize new employees with the basic situation of the group and learn daily basic etiquette knowledge. According to the number of employees, the Group Human Resources Department will arrange it quarterly or monthly. For the training materials of new employees, our department will collect relevant materials and organize them into brochures and PPT (completed before March 30, 2000). After the training, a written evaluation will be conducted to check the employee's mastery and serve as the basis for the probation evaluation.
2, business knowledge training, mainly to enhance the business potential of employees to learn, so as to improve work efficiency. Business knowledge training is conducted according to the business department of the company, and the department head or manager serves as a lecturer or organizes learning videos, and can also send training as needed. It is mainly carried out by combining theoretical knowledge, practical operation and case analysis. After the training, the actual operation or theoretical knowledge will be assessed in writing.
3. Intensive training is mainly a rigid requirement for daily business knowledge and skills. Through repeated training, strengthen employees to improve their work skills. This kind of training can be implemented by holding some special skill competitions, such as the daily basic operation standard skill competition of housekeepers and the cashier operation skill competition.
4, basic quality training, mainly to improve the daily behavior of employees training, through this training to further improve the overall quality of employees. This kind of training can be arranged according to the actual needs of management positions and basic positions, and can be carried out by means of overseas training, video training, outward bound training and internal teaching.
5. Cooperate with external training institutions to broaden training channels. After 20 years, we will cooperate with Cheng Ju Company to deal with online membership learning. According to the online learning video materials, arrange companies and departments to organize employees to learn the necessary amount every month, and share, discuss, write learning experiences, assess and so on.
6. Organize outward bound training, strengthen team communication and enhance team cohesion. Usually, there is little communication between companies and departments, so we should further strengthen communication and enhance the sense of family and teamwork by organizing outings. In 20 years, we plan to have three outward bound trainings.
The annual points system shall be implemented for training, and training and learning files shall be established. For different ranks, each person's annual training and study time is not less than 20 hours. For colleagues who have taken part in training and study seriously, advanced employees will be commended and rewarded through assessment at the end of the year.
Third, constantly improve performance appraisal to promote the steady improvement of employee performance.
After 20 years, the company will implement a new performance appraisal model, and there will be a gradual adaptation process. In the process of trial implementation, they should constantly sum up, find out the performance appraisal standards that are more suitable for departments and individuals, strengthen the performance interview between department heads and employees, and leaders should give more guidance to their subordinates' own shortcomings, constantly improve their own performance, so that employees' work potential and business skills can be continuously improved in the process of performance appraisal.
The new performance appraisal scheme for real estate companies and property management companies is planned to be tried out in June 2000. The new performance appraisal scheme for supermarkets is planned to be tried out in April 2000.
Fourth, do a good job in talent reserve and replenish the missing and urgently needed talents in time.
With the diversified development of the company and the continuous expansion of its business, the group's requirements for talents are gradually improving. In order to replenish in time when it is urgently needed and ensure the normal development of daily work, our department will reserve talents through multiple channels.
1, pay attention to internal training, implement the internal talent training plan for grass-roots managers, select outstanding employees with excellent business potential and management potential through performance appraisal, train them into reserve managers, make career development plans for employees, and bring them to the development platform to retain key employees and ensure the sustainable development of the company.
2. Reserve talents for general positions in the company through talent websites and attending on-site job fairs. When personnel leave their posts and cannot be deployed internally, they should be screened from the reserve talent pool in time and supplemented as soon as possible to ensure the normal work.
3. Make a recruitment plan for the newly developed project in advance to find the talents needed by the enterprise.
Five, improve the salary and welfare structure, improve market competitiveness.
In order to cooperate with the new performance appraisal model, it is planned to make some adjustments to the original salary structure in order to better promote the implementation of performance appraisal and achieve the incentive effect. For the amount of performance pay bonus, a new scheme will be put forward and implemented after being approved by the company leaders. The salary advantage is very competitive in the market. Every enterprise should make a positioning according to its own actual situation, and at the same time introduce some personalized welfare policies, which is also very helpful for attracting and retaining talents.
Intransitive verbs build harmonious labor relations and enhance the team spirit and cohesion of enterprises. Harmonious labor relations and strong team consciousness are important guarantees for the sustained and stable development of enterprises. In the daily work relationship, advocate the concept of honesty, cooperation and sharing, strengthen communication and cooperation between departments and colleagues, and strive to jointly accomplish the work goals and tasks of departments and companies. In the daily company activities, we plan to organize some activities that are conducive to team building.
1, held a basic etiquette knowledge contest in April. Strengthen the study of the basic knowledge of etiquette for all employees and further improve their self-cultivation. We will first collect the daily basic etiquette knowledge, compile a book, send it to every employee for study, and conduct video training at the same time, and then take the exam. Reward those who pass the exam and make-up those who fail.
In February and May, the supermarket held a cashier skill competition.
In March and June, the property and supermarket will hold a knowledge contest. Strengthen the study of daily business knowledge and improve the service level and business level of all employees. First of all, the human resources administration department collects the information that should be known, compiles it into a book and sends it to all departments for study. Each department sends representatives to participate in the competition, which is divided into deciding questions, selecting topics and asking questions. , according to the total score ranking, reward the top three.
In April and August, a staff meeting of Dahua Group was held in the supermarket? Show off cooking and share food? Competition. One is to show employees' cooking skills, and the other is to publicize the popularity of the supermarket.
In May and June, the supermarket organized a study tour for managers.
In June and August, the property management company organized an inspection tour.
Organize outdoor development activities once a month in July, March, June and September.
8. 165438+ 10 held a learning experience essay contest.
20_ years of human resource management will be a year of solid foundation, and the operation processes of each module will be improved one after another and implemented step by step as planned. I believe that with the strong support and guidance of the leaders of the group company and the careful cooperation of colleagues, after a year of practice and summary, the work of human resource management will be more standardized, and the overall business level and professional quality of employees will be further improved.