Annual work plan of administration department 1 1. Improve the company's management systems;
Personnel management system, labor contract management regulations, grass-roots staff salary management system, performance appraisal system of personnel department, employee training management system, new employee assessment management system, employee confirmation procedure, work injury management system, employee resignation application procedure, employee ex-factory procedure, etc. Employees from entering the company to post change, performance appraisal, daily evaluation, criticism and punishment, promotion and transfer, and resignation procedures can all be controlled through documents. , and adopts the management principles of fairness, justice and openness, providing employees with a promotion environment of fair competition and a platform for plastic development, so that employees can personally feel the company's "people-oriented" management. The company attaches importance to talents, trains talents and carries out rational management of talents.
Second, the establishment of training system and plan:
1. Staff training and development is one of the key tasks that the company must carry out with a view to the long-term development strategy, and it is also one of the methods to cultivate staff loyalty and cohesion.
2. Through the training and development of employees, the work skills, knowledge level, work efficiency and work quality of employees are further strengthened, thus enhancing the core competitiveness of enterprises.
The employees of the company come from all over the country, and everyone's habits are different. How to integrate all employees into a whole and form a unified work style is the significance and purpose of training. And give employees room for growth and opportunities for development, which is an important performance for enterprises to tap the potential of employees and give full play to talents. By formulating employee training system, the annual training plan of the enterprise is formulated according to the training needs of various departments and the overall needs of the enterprise, and the moral quality and skill level of employees are improved from the aspects of basic safety training, quality management training, basic management training, teamwork training and corporate culture training, so that employees can become qualified talents of the company, and a qualified talent can contribute the greatest wisdom to the development of the company.
Third, staffing:
According to the company's development goals, we should reserve the company's human resources, make multi-channel, multi-directional and multi-linear development in recruitment, contact secondary schools, reserve talents in many ways, and formulate new employee recruitment tracking procedures. Through systematic operations such as employee recruitment, accommodation arrangement, work arrangement, dynamic tracking, psychological consultation and problem solving, employees can feel the warmth of home and quickly participate in the company's corporate cultural life atmosphere.
Fourth, corporate culture construction:
1, people-oriented. Culture should take people as the carrier, and people are the first factor in the production and bearing of culture. People in corporate culture not only refer to entrepreneurs and managers, but also reflect all employees of enterprises. The construction of enterprise culture should emphasize care, respect, understanding and trust. The formation of enterprise group consciousness is that all members of the enterprise have the same values and goals, thus forming a centripetal force and becoming a fighting whole.
2. Do not engage in formalism. Corporate culture belongs to the ideological category, but it is easy to form a phenomenon of duplicity through the behavior and external forms of enterprises or employees. To build a corporate culture, we must first start with the workers' thoughts, establish correct values and moral sentiments, and form a corporate spirit and corporate image on this basis to prevent formalism and inconsistency between words and deeds. Formalism not only fails to build a good corporate culture, but also distorts the concept of corporate culture.
3. Highlight enterprise characteristics. Oneness is an important feature of corporate culture. Culture was originally formed in the historical process of its own organizational development. Every enterprise has its own historical tradition and management characteristics, and corporate culture construction should make full use of this to build its own culture. Only when enterprises have their own characteristics and are recognized by customers can they be unique in the forest of enterprises and have competitive advantages.
4. Combine with enterprises. Enterprises are economic organizations, and corporate culture is the organizational culture of microeconomics, which should be economic. The so-called economy means that corporate culture must serve the economic activities of enterprises, which is conducive to improving the productivity and economic benefits of enterprises and to the survival and development of enterprises. Although the word "economy" is not involved in the contents of corporate culture discussed earlier, the ultimate goal of building and implementing these contents will not be divorced from the realization of corporate economic goals and the survival and development of enterprises. Therefore, the construction of corporate culture is actually a corporate strategy issue, which is called cultural strategy.
In the future work, we will advocate the company's corporate culture from training activities, publicize the company's corporate culture from daily activities and infiltrate the company's corporate culture from various competitions. Taking people-oriented thought as an important ideological source, and through the development and utilization of this thought, all employees have a strong sense of ownership and consciously participate in the democratic management of enterprises. And contribute their wisdom in the development of the enterprise, and truly become the master of the enterprise, which is the real role and value of corporate culture in the enterprise.
At present, the work plan of the personnel department is tentative, and other daily affairs are not included in the work plan. The key construction in the work is to change and guide the concept of department personnel, face the work with enthusiastic service attitude, and handle various affairs well. Focus on implementation, implementation is the key to the development of administrative personnel work, seeking truth from facts, down-to-earth, and doing a good job in all the work of personnel departments. Under the premise of universality, persistence and strictness of various systems and processes, we will constantly improve, innovate and improve the company's management model.
Annual Work Plan of the Administration Department 2 In order to strengthen the planning of the company's administrative and personnel work and the rigid implementation of the new procedure documents, the Administration and Personnel Department has formulated the 20xx work target of the Administration and Personnel Department according to the development plan and the development direction of the enterprise and the work situation in 20 16 years.
First, writing.
Make format templates and distribute them to various projects and departments, and supervise the writing situation of various projects and departments in 20xx work, including fonts, typesetting, titles, headers and footers, etc. , in line with the company's unified writing standards. Specific implementation time:
Before 1, 20xx February 15, make format templates for all projects and departments.
2. Supervise the writing of all projects and departments from March 20xx.
Second, the office.
According to the office environment management system, weekly inspections are conducted, unqualified places are photographed, the responsible person and rectification time are determined, and an inspection record form is formed, which is strictly implemented in combination with the reward and punishment system to improve the current situation of nonstandard, dirty, poor and chaotic office environment. Specific implementation time: 20xx February, issued a document to standardize the office environment standards, and checked weekly.
Third, the meeting.
Re-create the meeting minutes table, define the work tasks, responsible persons and completion time, as the basis for supervising the completion of work tasks, improve the effectiveness of the meeting, and implement the principles and purposes of the meeting system. Specific implementation time: 20xx February, standardize the template of meeting minutes and implement the punishment system for meeting tasks.
Fourth, vehicles.
Standardize vehicle management. Specific implementation time:
1, 20xx In February, the right to dispatch cars was withdrawn, and the car use department filled in the car use approval form in advance and reported it to the administrative personnel department, which made reasonable dispatch according to the situation of dispatching cars.
2.20xx standardize vehicle maintenance in March. When the vehicle needs to be repaired or maintained, the driver should report to the administrative personnel department in advance, fill in the vehicle maintenance approval form, and write down the maintenance content and amount. The Administration and Personnel Department shall inspect and verify the vehicles and fill in the examination and approval opinions, and then the Administration and Personnel Department shall submit them to the superior leaders for examination and approval step by step. After the approval, the driver will go to the designated maintenance point for maintenance.
3.20xx February began to implement the driver's reward and punishment system, which improved the driver's subjective initiative consciousness, formed the idea of caring for the car ideologically, and helped to reduce the maintenance cost.
Verb (abbreviation of verb) material management
Number the office fixed assets to form a fixed assets ledger record; Secondly, the allocation, transfer and scrapping of materials should be recorded in time at work, and the whereabouts of materials should be grasped in time. At the same time, make an inventory of fixed assets once a month, make an inventory list and check the account information to ensure the accuracy of the material account. Specific implementation time:
1 March, 20xx, the office fixed assets were sorted, labeled, re-posted, and a ledger was established.
In March of 2.20xx, the record forms of transfer, call, scrapping and other specifications were made and then used.
Sixth, rewards and punishments.
Implement immediate reward and punishment system, including praise, commendation, punishment, demerit recording, etc. Issue an immediate reward and punishment notice, praise the advanced and warn the improper behavior in time, and reward and punish the completion of new work or whether the new work task is immediately and effectively rectified and implemented, which is conducive to urging the' completion' of work tasks and timely rectification of unqualified items.
Specific implementation time:
In February, 1 and 20xx issued the Notice on Implementing the Immediate Reward and Punishment System for Publicity.
2.20xx will be implemented in March.
Seven, attendance.
Implement the attendance management system and the attendance examination and approval procedures, and the corresponding attendance items should be supported by corresponding forms. At the same time, the administrative personnel department establishes a detailed ledger of employee attendance information to record employee attendance information, which is convenient for timely inquiry and overall macro-control. Moreover, it is clearly stipulated that company employees and project employees should take a few days off every month, so that attendance can be well documented and there are rules to follow.
Specific implementation time:
1, 20xx In March, the attendance management system was reiterated to all departments, and the attendance subsidiary ledger template was established.
2. At the beginning of April, 20xx began to implement the new template and attendance sheet verification procedure.
Eight, evaluation.
The Administration and Personnel Department has established a complete evaluation system, which runs through the whole year and takes the lead in drafting evaluation system documents in 20xx to test the effect. The purpose of this system is to create a good working situation of striving for Excellence, improve the enthusiasm of employees, promote and carry forward the good side of the company and transmit positive energy. Specific implementation time:
1 and 20xx in March, the evaluation scheme was formulated and submitted to the superior leaders for approval.
2. The semi-annual evaluation will be conducted in early July of 20xx.
3. Quarterly evaluation of 20xx 10.
4. Annual review shall be conducted in 20xx 65438+ 10 month.
IX. Staff activities
The Administration and Human Resources Department arranges employee activities in time according to national holidays or company stages, at least three times a year. Its purpose is to create a good corporate culture atmosphere, enrich employees' spare time life, and cooperate with the implementation of the evaluation system to make the evaluation system run better.
Specific implementation time:
1 June, 20xx, made a summer activity plan and submitted it to the superior leader for approval.
2.20xx will be implemented in July.
3, 20xx65438+February, draw up the annual tourism activity plan and report it to the superior leader for approval.
4,20xx65438+mid-February.
Annual Work Plan of Administration Department 3 I. Self-construction of Administration Department
As the power source of future enterprise development, the standardization of administrative work itself is very important. Therefore, the Ministry of Administration will vigorously strengthen internal management and standardization in the ninth year. The ninth annual self-construction goal of the Administration Department is:
1, improve the organizational functions of the department;
2. Complete the staffing of the department;
3. Improve the professional skills and quality of administrative employees;
4. Improve the quality requirements of this department;
5. Successfully complete the annual target of this department and the tasks assigned by the company.
Second, establish a position analysis system. Through post analysis, we can not only understand the qualifications and work contents of each position in the company, but also make the work distribution, work connection and workflow design of all departments of the company more accurate. We can also help the company understand the comprehensive work elements of all departments and positions, adjust the organizational structure of the company and all departments in time, and expand and contract the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system.
Third, continue to improve the performance appraisal system to ensure that it is linked to salary, thus improving the effectiveness of performance appraisal. The fundamental purpose of performance appraisal is not to punish employees who fail to fulfill their work targets and duties, but to effectively motivate employees to continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the development of enterprises. In the ninth year, the administrative department began to improve the company's performance appraisal system, and persistently implemented and operated it.
1. During the operation, the administrative department will pay attention to the opinions and suggestions of personnel at all levels and adjust and improve the working methods in time. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their goals through performance appraisal.
2. Performance appraisal itself is a communication work and a process of continuous improvement. The administrative department will pay attention to vertical and horizontal communication in the operation process to ensure the smooth performance appraisal.
4-year Work Plan of Administration Department In order to achieve the company's 20xx annual production and sales target and strengthen the planning of human resources and administration, the personnel administration department has formulated the 20xx annual work plan.
The first part of the human resources work plan
I. Personnel recruitment
(A) train of thought analysis
1 and 20xx are the second year of the company's establishment, and it will also be a year of rapid development, with the rapid increase of manpower demand and gradual arrival.
2. Take advantage of the company's recruitment and salary policies and the opportunity of the peak turnover after the Spring Festival to supplement the front-line production and grass-roots management, especially the high-end talents and excellent basic talents in the industry, as a substitute, supplement and training reserve for human resources.
3. On the basis of 20xx performance appraisal, implement 20xx internal training and promotion, and promote and appoint internal employees who are self-motivated and constantly learn and improve.
(ii) Overview of objectives
At present, the company is in the early stage of development, and the overall goal of 20xx is to ensure the job demand first, then consider the talent reserve and realize the echelon construction. The specific recruitment position, type of work and number of people need to be determined according to the requirements of each employing department.
(3) Specific implementation plan
1. Online recruitment: Front-line employees focus on local areas, increase publicity and recruitment advertising density, and set up recruitment points in major sales departments.
2. Acquaintance recommendation: including employee recommendation;
3. On-site recruitment in the talent market: contact major recruitment websites and recruit at the recruitment site through communication.
4. Vocational schools and technical schools recruit interns and part-time students.
Second, the performance appraisal
(A) train of thought analysis
Judging from the performance appraisal of 20xx, there are some minor problems, mainly because some company indicators can't be assessed, and performance management doesn't work properly. Performance appraisal reflects the company's performance requirements for middle and senior managers, grass-roots managers and logistics personnel. There are two key issues: first, the scientific nature of assessment indicators; First, the key to the formation of a management habit and behavior habit lies in persistence and institutional guarantee. The performance system should complete four tasks:
First, improve performance indicators;
Second, do a good job in monitoring the performance process;
Third, strictly implement the feedback and application of assessment results;
The fourth is to standardize the use of horizontal assessment data and link it with salary.
(ii) Overview of objectives
The fundamental purpose of performance appraisal is not to punish employees who fail to fulfill their work targets and duties, but to effectively motivate employees, continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the achievement of work results.
(3) Specific implementation plan
1, continue to improve the performance appraisal supporting documents.
2. Supplement and modify the assessment indicators of existing posts and new posts.
3. Focus on the assessment results, and track the feedback and improvement of assessment forms, assessment items and assessment results to ensure the benign operation of performance appraisal.
4. The implementation process is a continuous work throughout the year, and the standard for the administrative department to achieve this goal is to establish a reasonable, fair and effective performance evaluation system.
(4) Matters needing attention in achieving the goal
1, performance appraisal involves the vital interests of all departments, posts and employees. Therefore, it is necessary to guide employees to treat performance appraisal with a positive attitude, improve their work and revise their goals through performance appraisal on the basis of ensuring that performance appraisal is linked to the salary system.
2. Performance appraisal is a communication work and a process of continuous improvement. Pay attention to vertical and horizontal communication in the operation process to ensure the smooth implementation of performance appraisal.
3, the performance appraisal system, is not a separate work of the administration department, in the process of operation, should be led by the department head, listen to the opinions and suggestions of all aspects of personnel, timely adjust and improve the working methods.
(5) Directly responsible person: administrative assistant.
Third, training development.
(A) train of thought analysis
1. At present, insufficient attention is paid to training, and the training management system is not binding. Therefore, some departments are reluctant to participate in the training.
2. The training course is not mature enough and needs a systematic and standardized process.
3. The training method is single, focusing on classroom teaching, lacking interaction and feedback.
(ii) Overview of objectives
1. Staff training and development is one of the tasks that the company must carry out with a view to the long-term development strategy, and it is also one of the methods to cultivate staff loyalty and cohesion.
2. Through the training and development of employees, we will further strengthen their work skills, knowledge level, work efficiency and work quality, and enhance the competitiveness of the company.
(3) Directly responsible person: administrative manager.
Annual Work Plan of Administration and Personnel Department 5 In order to cooperate with the realization of the company's 20xx annual profit target and strengthen the accuracy and planning of administrative and personnel work, according to the company's 20xx annual development plan and business objectives, the Administration and Personnel Department has formulated this year's plan:
I. Personnel recruitment
1, current situation analysis:
(1)20xx is a year of rapid development of the company, and the demand for professionals will increase rapidly.
(2) Make use of the company's brand influence and the peak of talent flow after the Spring Festival to supplement high-end talents and excellent basic talents in some industries as training reserves or substitute human resources.
(3) Improve the current recruitment channels and processes, and increase investment in recruitment.
(4) On the basis of employee assessment for 20xx years, realize internal training and promotion for 20xx years, and promote and appoint internal employees who are self-motivated and constantly learn and improve.
2. Overview of objectives:
At present, the company is in a period of rapid development, and the overall human resources goal for 20xx years is to meet the job demand, ensure the talent reserve and realize echelon construction.
3. Implementation scheme:
(1) Recruitment method: mainly online recruitment, cooperating with well-known domestic recruitment websites such as Zhaopin, can also be used as a means of brand promotion for enterprises while recruiting talents.
(2) On-site recruitment in the talent market: participate in large-scale job fairs, weekend job fairs, special job fairs, etc. This is also a form of company brand promotion.
(3) Internal promotion: promotion and appointment of internal employees through work performance and performance.
(5) Acquaintance recommendation: the form of rewarding acquaintances is implemented for special posts or difficult posts.
(6) On-site recruitment in schools: employees in basic positions in workshops are recruited by schools.
Second, staff training.
1, analysis:
(1) In 20xx, we strengthened various trainings for all departments of the company and established a long-term training system.
(2) improve the quality of training, targeted.
(3) Training more lecturers is an important part of training.
2. Objectives:
(1) Staff training and development is one of the tasks that the company must carry out with a long-term development strategy in mind, and it is also one of the methods to cultivate staff loyalty and cohesion.
(2) through the training and development of employees, we will further strengthen their work skills, knowledge level, work efficiency and personal practice, and enhance the competitiveness of enterprises.
Third, employee career planning.
1, analysis:
(1) Design employee career development channels according to the company's strategic development and job requirements;
(2) define the ability and quality standards of each post development channel;
(3) Clarify the promotion system of the company to ensure the personal development space of employees;
2. Objectives:
(1) Prepare career development channels for each position, and form the document "Staff Promotion Management System".
(2) Pay attention to the career development of employees and provide help and guidance.
Part II: Administrative work content.
First, the daily administrative affairs construction work:
1. Daily reception: the main reception staff are the leaders and colleagues of the headquarters; Relevant government departments; Partners, etc.
2. Annual examination of licenses: register the licenses that need to be processed, determine the processing time in advance, and arrange to complete the annual examination of licenses of enterprises and vehicles within the specified time period.
3. Data collation: Strictly standardize and implement the document management system.
4. Purchase and use of office supplies: purchase and collect office supplies according to the annual budget, and strictly control expenses. Durable office supplies, such as oil pens, staplers and calculators. , is collected according to the principle of trade-in.
5. Vehicle management: strictly implement the vehicle use management system, register in time, maintain and clean in time, and deal with violations in time.
6, water and electricity, etc. Strictly control supervision and do a good job of "reducing expenditure".
7, 5s regular inspection, rewards and punishments, fines as employee activity funds.
Second, the safety work:
1. Increase security personnel to patrol around the clock.
2, fire accident emergency plan, fire training for security personnel.
3. Learn about the surrounding environment and public security in detail, communicate with the local police station, and conduct joint defense cooperation when necessary.
4, often to employees safety education, operating procedures, transportation, electricity, fire, nip in the bud.
5. Strengthen the safety precautions in holidays and key areas.
Three, dormitory, canteen work:
1. Dormitory: Strengthen the management of our company's dormitory, and gather scattered employees together for centralized management.
2. canteen: make all preparations before opening the canteen.
Four. Outreach work:
1. Communicate with relevant government departments, Party A's managers and local villagers as much as possible, so as to lay a good external environment for enterprise development.
2. Find several suppliers, and make regular inquiries in the market to ensure the quality and low price of purchased goods.
Verb (abbreviation for verb) cleaning work:
Conduct in-depth training for existing cleaning staff to ensure that they can master service etiquette and detailed work essentials, and create a clean and tidy hardware environment for the company.
Six, greening work:
Change or maintain flowers regularly to ensure a warm environment for customers.
Seven, corporate culture construction:
Actively participate in the submission and interaction of Zhongxin, Zhongxin Auto and other media, and show more humanistic care, kindness and spiritual outlook of Taiyuan Branch to more people.
In a word, personnel management is a complicated work system. In the next step, the administrative department must strengthen the implementation of administrative personnel work, build a bridge between enterprises and employees, constantly learn in the work, constantly improve their self-cultivation, strengthen the study of the company's business knowledge, and successfully complete all the affairs arranged by the company's leaders.