Summary of human resources work
Looking back on the past time, it has been more than a year inadvertently. During this time, I came into contact with all aspects of human resources work, and finally the training gradually shifted to the focus of work. In the process of work and exploration, I realized that "training is the long-term investment of the company, the stamina of development and the welfare of employees". Here is a summary of the previous training work: First, the development of training work.
Up to 20xx65438+February 4th, this year * * * held more than 300 trainings with 4 105 participants. Among them, internal training accounts for more than 90%, external training and training organized by the group head office account for about 10%, and the training funds reach 20,680 yuan. The training scope includes professional knowledge training, induction training for new employees and on-the-job training. The completion rate of annual training plan is over 86%.
Second, training courses are mainly divided into the following categories.
1. orientation training for new employees: with the declaration of new products and the construction of new workshops, the scale is gradually expanding, and new employees are employed every month. According to the relevant training requirements, organize monthly induction training for new employees, mainly involving corporate culture and rules and regulations; Safety education; Basic knowledge of microbiology; Basic knowledge of GMP; Salary and welfare system and basic social security knowledge training are supported by courseware provided by relevant departments and taught by relevant personnel. Finally, the training is evaluated on the spot to realize timely feedback on the training effect. This kind of training is routine and will be carried out every month.
2. Professional knowledge training: the quality of products depends on the efforts of all employees in the company, but the professional quality of on-the-job employees is uneven. In order to ensure the quality of products at every step, and at the same time to respond to the relevant calls of National Medical Products Administration and the group company, the company has invested more manpower, material resources and financial resources to carry out pharmaceutical research and professional knowledge training related to production quality, improve the professional quality of employees and ensure the production of qualified and excellent products. Training mainly involves process research and analysis, new drug research and analysis, quality control, etc.
3. On-the-job training: This kind of training covers a wide range, such as on-the-job SOP training, GMP related documents training, equipment operation training, health management training, safety production training, etc. It is a part of the whole training system, with an average of about 20 training times per month. At the same time, this kind of training will be assessed according to the actual situation and training needs.
4. Intra-departmental training: After the induction training for new employees, the new employees will be assigned to new posts, and the department will arrange various practical trainings according to the actual situation. This kind of training is mainly organized according to the needs of the department.
Third, the training work analysis
1, score:
A: The training support required for GMP certification in the second workshop of 20XX injection was successfully completed.
B: Successfully completed the training support required for the inspection of the new drug project of sofinazone.
C: Basically completed the relevant training in the 20XX annual training plan.
2. Existing shortcomings:
A: Insufficient understanding of professional training leads to insufficient training demand planning, training course design and training implementation.
B: In terms of training implementation, most employees still support training, but a few department leaders and employees don't know enough about training. They think that training delays working hours and is dispensable, and the support for training is not enough.
C: The sense of responsibility of training instructors is not high. There is a problem in some trainings, that is, the instructors talk about themselves above, regardless of whether they understand or not, and read the training materials from books, ignoring the principle of training interaction.
D: The principle is not strong, or there is no corresponding training reward and punishment system. Can not strictly enforce the training discipline and related regulations, turn a blind eye to violators. This is the main reason for lax training discipline and disorder.
E: The teaching skills of internal lecturers are generally not high, which needs to be improved, and the level of courseware production is insufficient, lacking the potential of independent research and development courses. Therefore, it is necessary to improve and further standardize the management of internal trainers, improve the teaching level of internal trainers, promote the certification of internal trainers, and truly build a qualified team of internal trainers.
F: According to the requirements of training-related materials, one of the materials that a complete training must include is the pictures or videos of the training site, so as to urge the practical implementation of the training work.
According to the shortcomings in the past year's work, in the new year, I will mainly start from the following aspects, gradually optimize the training work and rationalize the implementation:
1: Learn and train professional knowledge from various channels, interpret and analyze it according to the actual situation, improve your professional level and become a qualified trainer or even lecturer.
2. Effectively understand and analyze the actual needs of employees for training, and truly do training for employees.
3. Strengthen communication with all departments, so that the training work can be fully understood and supported by all parties.
4. The training is based on the annual plan and supervised every month. After completion, you need to bring relevant materials including live videos or pictures, so that the training can be implemented and employees can benefit effectively, and they are no longer just vassals of various inspections.
Chapter II Model essay on summary of human resources work
20xx is a bumper year for the human resources department. This is a year when human resource management has really changed from transactional management to modern human resource management. Under the correct leadership of the leaders of the group company, under the correct guidance of the relevant departments in the development zone, with the strong support of all departments of the company and with the joint efforts of all employees of the department, our department has worked hard, made positive progress, and cooperated with Qi Xin to complete all tasks assigned by the superiors and company leaders, closely centering on the development goals of the group company and the enterprise spirit of "unity, pragmatism, pioneering and innovation". The summary of 20xx's work is as follows: 1. Carry out all-staff training to improve the quality of employees.
Modern human resource management is to help companies face constant changes, improve the quality and skills of employees, and achieve the company's strategic development goals. It is necessary to build a corporate culture network-Internet secretarial resource network, so that all employees can understand it. Therefore, the Human Resources Department has intensified its efforts to improve the system, revised and improved the labor and personnel management regulations, issued employee manuals, and formulated a detailed training plan for all employees according to their needs and organized its implementation. The training lasted for one month, with 40xx participants, an average of 20 hours of military training, xx hours of theoretical knowledge teaching and xx hours of visits. The trainees all wrote down the training experience of about xx words, and said that they should turn the knowledge, ideas and values they learned in the training into their work enthusiasm and quality service to support the company and work actively. Through the investigation of xx section, the comprehensive quality and overall service consciousness of employees have been greatly improved, and the training of all employees has received good results.
Second, active learning and innovation.
In terms of human resource management and development, in order to further improve the basic work of human resource management, while strengthening the effective combination of posts and personnel, human resource training and development, human resource management informationization and human resource management system construction, our department has continuously expanded the horizons of human resource managers, grasped the dynamics of human resources, absorbed advanced external human resource management ideas and concepts, and carried out human resource management reform and innovation. A monthly meeting system of human resource managers has been formed, which advocates "learning, accumulation, summary and improvement" among human resource managers; "Professional and diligent;" Xx's work and study philosophy. Ideologically, all the comrades in our department fully realized the profound connotation of learning-oriented enterprises, actively studied Theory of Three Represents, and actively participated in various training activities organized by relevant municipal and district departments, thus enriching their own thoughts. It also laid the foundation for the smooth development of all work in the future.
Three. Working assumptions of 20xx
Continue to adhere to the enterprise spirit of "unity, pragmatism, pioneering and innovation" and design next year's work.
1. Formulate the salary system reform plan of xx Company, and organize its implementation after it is passed.
2. Complete the work of determining the length of service of employees.
3. Formulate the performance appraisal scheme and organize its implementation.
4, cadres and technical personnel information account.
5. Organize the files and fill in the missing relevant employment procedures in the files.
6. Design and organize the implementation of on-the-job training for 20xx employees.
7. Further implement the distribution of labor protection articles.
8, do a good job of personnel deployment in time.
The third human resources work summary model essay
Looking back on the past 20XX years, with the care and guidance of the company leaders and the active cooperation of various departments and service centers, the human resources department has earnestly performed its functions and responsibilities and basically completed all the work, but there are still many shortcomings and areas that need to be improved urgently. This paper summarizes the achievements and shortcomings of the 20XX annual work, laying a foundation for better carrying out the 20XX annual work. The following is a summary of my work: 1. Staffing.
At present, there are X service centers in functional departments, and the staffing is reasonable according to the quota regulations, and individual departments have the configuration of one person and more posts.
There are xx employees, including xx managers (including X senior leaders, X middle managers and xx grass-roots managers) and xx operation managers. In addition, among the managers, there are xx people who are over 25 years old and under 45 years old, with college education or above, X people who are registered property managers, and X people who have intermediate titles or above.
Second, the staff management
1, recruitment management
Establish recruitment channels suitable for the company. X month x day spend xxx yuan to open Xinxiang talent network members, mainly used to recruit middle-level managers and technicians; According to the reality of the property management company, the recruitment information is released free of charge through Changyuan online, which is mainly used to recruit grass-roots managers and jobs; Participate in on-site recruitment 1 time.
Recruiting candidates through various channels has basically met the company's employment needs. This year, 96 employees were recruited (including xx managers and xx operators).
2. Daily management
(1) Standardize and improve the workflow of employees' entry, assessment and resignation, and handle relevant procedures in time. At present, the relevant daily personnel procedures can basically be carried out in an orderly manner according to regulations.
(2) The employee file is the information base to master the basic information of employees. Files include on-the-job employees' files, retired employees' files and candidates' files (saved for future use). At ordinary times, the files of on-the-job employees are cleaned up and supplemented, and one file is basically realized. After completing the relevant procedures on time, record the resigned personnel in time; According to the initial test situation and the needs of the employer, the candidates' files are sorted and filed so that they can be consulted and selected when needed in the future; File employee files according to department items; At the same time, the electronic information files of the above categories of employees are established to facilitate the dynamic information management and inquiry of employees.
(3) According to the principle of confidentiality and standardization, in 2020, X improved the salary distribution process on the original basis. Calculate the salary to be approved in time and accurately every month, so that employees can get their salary on time. By the end of xx, 2020, employees have been paid RMB xxx, including functional departments of headquarters, xxx service center, xx service center, xxx service center in the park, xx service center and xx community service center (from xx, 2020 to XX, 20xx).
(4) Formulate and distribute the Manual of Human Resource Management, so that the daily personnel work can be based on evidence and standardized.
(5) Complete other temporary work assigned by the leaders on time and with good quality.
Third, the existing shortcomings and improvement measures
(1) In the recruitment and selection of new employees, we need to improve our thinking and adjust the recruitment plan and strategy at any time according to the company's manpower demand and talent market.
(2) The overall quality of employees needs to be improved. In this regard, in the future, we should focus on recruitment, gradually improve the recruitment requirements while ensuring the needs of employers, and strive to recruit people with skills, education, quality and management ability; Secondly, improve the training of existing personnel.
(III) Retention: Due to the imperfect retention mechanism, employees of the company can enter but cannot stay at present. In 2020, there will be xx people (management personnel xx, operation personnel xx), among whom the orderer is highly mobile. In the future work, pay attention to analyze the reasons for employees' resignation, prescribe the right medicine and formulate improvement measures.
(d) Performance evaluation and staff training: the human resources department failed to evaluate staff training. The Operation Department is mainly responsible for the training of employees at the operation level and the assessment of core management personnel, and should actively cooperate with the Operation Department for training and assessment in future work.
(5) The professional knowledge of human resources and the professional knowledge of the property industry are lacking, so it is necessary to strengthen learning and better manage human resources in combination with the actual situation of the industry.
(6) The innovation ability is not strong enough. In the future work, we should strive to complete our own work, constantly adjust our working ideas, improve our working methods, and strive to be realistic. At the same time, we should take a longer-term view, broaden our thinking, be proactive and be brave in innovation.