The content of personnel work is actually repetitive, but the people you face are different, so there are some changes in the content. Then there is your attitude towards work. Personnel work is actually very challenging. So how to write a summary of the personnel work of the Finance Bureau? Whether you are looking for or preparing to write the Summary of Personnel Work of Finance Bureau, I have collected relevant materials below for your reference!
Summary of personnel work of Finance Bureau 1
Time flies, and I have been working in _ _ for more than a year in a blink of an eye. In the intense, busy and fulfilling work, with the help of company leaders and colleagues, I have made progress and shortcomings while studying. Looking back on our work and life, we feel the great changes that have taken place in the company and the people around us this year. Our brand is improving rapidly, and colleagues around us are also making progress and striving for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year. A brief review is summarized as follows:
I. Recruitment work
Understand the management of new posts in various departments and the needs of personnel in various departments. According to the actual needs of personnel in various departments, targeted and reasonable recruitment of employees, equipped with a variety of positions. By taking a series of practical measures: online recruitment, talent market, campus recruitment, intermediary companies, internal recommendation and posting advertisements. , has achieved fruitful results. The technicians in the R&D department are also trying their best to meet the demand for technicians through all channels they can think of.
Second, the management of personnel information files and labor contracts
1. Personnel information file management: organize the materials regularly and timely to ensure that the materials are perfect; Knowing the location of materials, we can find the needed materials in the shortest time.
2. Labor contract management: responsible for managing employee labor contracts and handling labor employment and related procedures; The signing of labor contracts for new employees, the signing of labor contracts for old employees and the relevant procedures for departing employees.
Third, training.
1. training analysis: complete the new employee orientation training in time and guide the new employees to understand the company's corporate culture and rules and regulations; According to the post requirements and skills requirements of employees, the company's technicians will provide skills training for employees to enhance their post adaptability; In order to establish and improve the training system, enrich the training contents and forms as much as possible, we always pay attention to the external training news in combination with the actual situation of the company, contact the trade union in _ _ District and the Economic Management Training Center in _ _ City, and organize some employees to participate in a series of free trainings organized by the trade union and the training center every month!
2. Training effect evaluation: Through induction training, let every new employee know about the company's structure, culture, history and future development, and let employees penetrate into the work more quickly. Through internal training, increase employees' knowledge and improve their work skills. Enriching training content through external training is training diversification.
Fourth, social pooling insurance.
Social security has been provided to new employees in time; Employees who leave the company will stop insurance; Handle social security transfer in different places; Handle the identification and settlement of employees' work-related injuries; Handle the payment, suspension and withdrawal of employee housing provident fund; Handle file transfer; Handle employee account transfer.
The Shortcomings of verb (the abbreviation of verb) and the Improvement Measures
My work task has been basically completed, and there are still some shortcomings in the past year: my professional knowledge needs to be improved, so I must actively learn relevant professional knowledge and enrich my work experience. Actively study various labor laws and regulations and local policies. The working process is not rigorous and meticulous enough, and the intensity and depth of consciously carrying out the work are not enough, and the initiative is poor. We should always remind ourselves to "do it right away and do it well". Work style and working methods need to be further improved and improved. Due to lack of experience, many jobs lack multi-channel treatment methods, so we should strengthen study, improve professional ethics, correct work attitude, strive to accumulate work experience and challenge to a higher level of work.
The working prospect of intransitive verbs
1, human resource recruitment: In the recruitment process, the employing department needs to have clear employment needs: when determining the recruiter, first determine the employment qualifications of the recruiter to optimize the recruitment effect. Timely communication of information: The employing department and the general management office will conduct initial inspection and re-inspection of new employees to see whether their basic quality and professional ability can adapt to the development of the company, so as to improve the effectiveness of recruitment. Timely collection and arrangement of recruitment resumes: timely arrangement and registration of interviewer information, and filing by department, post and category.
2. Staff training: improve the company's training system and make training plans according to the actual situation of each department. Training and publicity work in place, so that employees can understand the relevant training information. Communicate with the outside world in time, organize more external training according to the needs of employees, and enrich the training knowledge of employees. Training evaluation and training summary should be sorted out in time in order to find out the problems existing in training.
Summary of personnel work of Finance Bureau II
The busy and fulfilling _ _ year is coming to an end. Looking back on my work in the past year, I worked hard as always, constantly improving my salary management, and did the following work:
First, clear our thinking and constantly improve our understanding ideologically.
When the new company was established in _ _, I began to take charge of salary management. I started from scratch. First of all, I gradually established a completely electronic payroll and archive management system. In cooperation with the financial department, the payment of wages was changed from cash payment to bank payment, and the electronic submission of wage data was realized with the financial department, which greatly improved the efficiency of wage payment and ensured the accuracy and timeliness of wage payment more effectively. At the same time, we will constantly standardize strict attendance, leave and other systems, strengthen the management of employee leave and absence, and gradually realize the first-level management of wages. Subsequently, with the steady development of the company and rising prices, based on the principle of fair wage incentives, the attendance award and basic award were gradually improved under the condition of limited funds, and the skill salary of all employees was increased in July. Due to the orderly progress and completion of all the work, I was recognized by everyone and rewarded by the company. When everything is on the right track and I feel that I can relax, the company's full-time training last year made me deeply realize that there is no best job, only better! If you want to be better, you must give full play to your subjective initiative and work actively.
Salary involves the vital interests of every employee and affects the enthusiasm of employees. You can't just be satisfied with being serious and careful, and you are not afraid of tedious work. I should realize that the employment, assessment, appointment and dismissal, rewards and punishments of personnel management are ultimately reflected in wage management, which is doomed to the policy and complexity of wage management. So this year, I have been studying the company's various systems and relevant national policies and regulations, and I usually pay great attention to the collation and collection of these materials in case of emergency. Only in this way can we strictly control the system, ensure the strictness and fairness of wage management, and better complete this work.
Second, ordinary posts make extraordinary achievements.
Salary management is complicated, and I take my daily work seriously with meticulous attitude. My aim is: not to do one thing well, but to do everything well without making mistakes in my work. Details are as follows:
65,438+0. Total wages in the planned budget. It is estimated that the total annual salary will be 26.9 million, which is 8% higher than the actual salary of 24.86 million last year.
2. Complete the salary payment form accurately and timely every month, with an average of more than 800 per month; Assist the finance department to complete the monthly salary and other cash bank payment. At the same time, make timely adjustments in response to policy changes. For example, according to the spirit of the company's documents, I make monthly statistics to ensure the interests of every employee. By the end of _ _, the total salary was 24.95 million yuan, which was in good condition. Specifically: the average total salary is 2586 yuan/month, an increase of 9% over last year; Average salary: 2__3 yuan/month/person, 9% higher than last year. Under limited conditions, the average wage growth rate has been greatly improved compared with last year, effectively improving the enthusiasm of employees.
3. Salary management is responsible for salary, which is closely related to the financial department that issues salary. I actively cooperate with the financial department based on the principle of starting from work.
1) Adjust the withholding tax according to national policies. As of _ _ month, the withholding tax was 36,566.24 yuan. Since June 5438+00 this year, the tax authorities have required that individual taxes should be submitted electronically. I studied the tax filing software. According to the requirements, I first sorted out the information of all employees, completed the initialization of personnel information, then completed the monthly increase and decrease of personnel, sorted out the salary information, and imported and exported it, which provided convenience for the financial department to declare individual taxes.
2) according to the monthly payroll details, arrange insurance suspense personnel for the bursar's office to facilitate the accounting treatment of the bursar's office;
3) After the institutional change this year, the financial department has also adjusted the salary distribution accordingly.
According to the needs of the finance department, I pay the summary salary according to the corresponding team classification every month, which provides great convenience for the finance department to pay the salary;
Third, make persistent efforts and strive for perfection.
1, on the basis of last year, further strengthen wage management, such as:
Improve the wage management system;
Establish a statistical module in the salary scheme;
Further standardize the wage summary table and payment table;
Solve the salary problem of employees;
2. Strengthen personal business study and prepare for better work in the future.
Summary of personnel work in three departments of Finance Bureau
Time flies, and in a blink of an eye, I have been working in Zotye New Energy Vehicle for more than eight months. In the intense, busy and fulfilling work, with the help of company leaders and colleagues, I have made progress and shortcomings while studying. Looking back on the work and life in the past 20 years, I feel the great changes that have taken place in the company and people around me this year. Our brand is improving rapidly, and colleagues around us are also making progress and striving for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year. A brief review is summarized as follows:
I. Recruitment
1, to understand the new post management and personnel requirements of each department.
2. According to the actual needs of the personnel of various departments, the targeted and reasonable recruitment of employees, equipped with a variety of positions. By adopting a series of practical measures: online recruitment (Zhaopin.com, Zhejiang Talent Network, China Automotive Talent Network, Hangzhou Hi-tech Talent Network), talent market (Hi-tech Zone Talent Market, Zhejiang Talent Market, Hangzhou Talent Market), campus recruitment (Zhejiang Sci-Tech University, Hangzhou Dianzi University, Zhejiang Communications Vocational and Technical College, Hangzhou Vocational and Technical College of Science and Technology, Hangzhou Automobile Senior Technician School), intermediary company (Big Dipper Human Resources Co., Ltd. Internal recommendation, posting advertisements and other ways have achieved fruitful results, and the technicians in R&D Department are doing their best to meet the demand for technicians through all channels they can think of.
Two. Management of personnel information files and labor contracts
1, personnel information file management:
(1) Arrange materials regularly and timely to ensure the perfection of materials;
(2) Knowing the location of materials, we can find the needed materials in the shortest time.
2. Labor contract management
Responsible for employee labor contract management, handling labor employment and related procedures; The signing of labor contracts for new employees, the signing of labor contracts for old employees and the relevant procedures for departing employees.
3. Employees' employment, employment confirmation and resignation processes are updated synchronously:
1, roster, attendance sheet
2, work card processing
3, employee mobility statistics
4, attendance fingerprint entry
5. Addition, change and deletion of attendance system The following are the employee statistics of Zotye New Energy Automobile in recent 20 years:
According to the data analysis in the above table, 20__, 37 people joined and 52 people left. 20__, compared with 20__ at the end of the year, there are less than a dozen people at the beginning of the year, which shows the high turnover rate of our employees! In view of this problem, I also made some analysis: the working environment is not suitable and I can't display my talents; The work effect is not obvious, resulting in the salary can not meet the requirements; The promotion mechanism is not clear enough!
Four. cultivate
1, training work analysis
(1) Complete the induction training for new employees in time and guide them to understand the company's corporate culture and rules and regulations;
(2) The company's technicians conduct skills training for employees according to their job requirements and skills requirements, so as to enhance their job adaptability;
(3) In order to establish and improve the training system, enrich the training contents and forms as much as possible, we always pay attention to the external training news in combination with the actual situation of the company, contact the Binjiang District Trade Union and Hangzhou Economic Management Training Center, and organize some employees to participate in a series of free training organized by the trade union and training center every month!
2. Training effect evaluation
(1) Through induction training, let every new employee know about the company's structure, culture, history and future development, and let employees penetrate into the work more quickly.
(2) Increase employees' knowledge and improve their work skills through internal training. (3) Enriching training content through external training is training diversification.
3. Training summary
In 20 years, the company conducted 39 internal trainings, including 9 induction trainings for new employees, 9 technical trainings 19, 5 on-the-job trainings and 6 workplace trainings. The company provided free foreign training 17 person-times, including Hangzhou Economic Management Training Center 13 person-times, Hangzhou Automobile Association 3 person-times, Hangzhou Quality Management Association 1 person-times, and Binjiang District Legal Training Center 1 person-time. Through training evaluation, most of the training has achieved certain results and won unanimous praise from employees!
Verb (abbreviation of verb) social pooling insurance
(1) The new employee has provided social security in time;
(2) Employees who leave the company should stop insurance;
(3) Handling social security transfer in different places;
(four) for workers' work-related injuries and claims;
(five) to handle the deposit, suspension and withdrawal of employee housing provident fund;
(6) file transfer;
(7) Handling employee account migration;
Shortcomings of intransitive verbs and improvement measures
To sum up, my work and tasks have been basically completed in the past 20 years, and there are also the following shortcomings in the past year:
1. My professional knowledge needs to be improved. I must actively learn relevant professional knowledge and enrich my work experience. Actively study various labor laws and regulations and local policies.
2. The workflow is not rigorous and meticulous enough, and the intensity and depth of conscious work are not enough, and the initiative is poor. We should always remind ourselves to "do it right away and do it well".
3. Work style and working methods need to be further improved and improved. Due to lack of experience, many jobs lack multi-channel treatment methods, so we should strengthen study, improve professional ethics, correct work attitude, strive to accumulate work experience and challenge to a higher level of work.
Seven. Work prospect in 20 years _ _
1, human resources recruitment
1) In the recruitment process, the employing department needs to have a clear employment demand: when determining the recruiter, first determine the qualifications of the recruiter to optimize the recruitment effect.
2) Timely information communication: The employing department and the general management office will conduct initial and second interviews for new employees to see whether their basic quality and professional ability can adapt to the development of the company, so as to improve the effectiveness of recruitment.
3) Collect and sort out recruitment resumes in time: timely sort out the information of registered interviewers and file them according to departments, positions and categories.
2. Staff training
1) Improve the company's training system and make training plans according to the actual situation of each department.
2) Training publicity work is in place to let employees know about relevant training information.
3) Communicate with the outside world in time, organize external training according to employees' needs, and enrich employees' training knowledge.
4) Organize the training evaluation and training summary in time, so as to find the problems existing in the training.
Summary of personnel work of Finance Bureau 4
I have been in the company for almost four months. During these four months, I summarized the main work scope as follows:
1, responsible for the recruitment interview and registration of new employees; 2, responsible for the company's administrative personnel file management; 3. Responsible for the human resources follow-up of new employees above the machine maintenance level; 4. Be responsible for the arrangement, handover, inspection and appraisal of the staff dormitory; 5. Accounting and withholding of dormitory public facilities; 6. Be responsible for the planning, implementation, supervision and inspection of the company's safety work; 7. Inspection and audit of employees before leaving their posts; 8. Distribute work clothes and holiday supplies; 9, meetings, training venues, meeting records; 10, labor contract management; 1 1, library, staff home management; 12, to assist the administrative personnel department in organizing recreational activities; 13, temporary residence permit, marriage certificate organization; 14, drafting of general notice document; 15, general emergency handling for employees; 16, canteen dining supervision and management; 17 assist the general affairs department to manage the company's property; 18. Handling of employee resignation procedures; 19, company attendance management; In addition, we should also assist other work arranged by superior leaders, such as printing some documents and handyman.
Summarize specific work achievements and analyze existing problems;
1, company personnel.
Judging from the entry and resignation, from July 1 year to August/year, 20__, the total number of employees in the company was 48 1 person, except for the dyeing factory, 4 1 person was added, and 43 employees left, with a resignation rate of 8.9%. The turnover rate is relatively high. Introduce new employees by posting jobs at the door, recruiting online or bringing employees. For ordinary employees, after a brief understanding, they are first taken to the workshop where people need to be recruited, and the workshop director will arrange specific work, and then the employees will try to register their employee files in the administrative department with their ID cards. For managers and technicians, you need to fill in the relevant company application registration form. First, I will know it to some extent, and then I will take it to the manager. Only after Ge Lang or the boss has interviewed can the final admission be decided. What can be improved in this respect is: a, we can broaden the channels for recruiting people, and we can recruit people in talent markets, intermediaries, newspapers, campuses and other places; B, for newly recruited skilled workers or managers, it is very important to need on-the-job training, so that they can understand the company's rules and regulations, clarify their work, and give new employees a good corporate image, which is also the deficiency of our personnel department. C, strengthen the probation assessment of new employees. At present, our situation is that ordinary employees are hungry and there are relatively no assessment measures. They are paid according to their work, as long as she can work here with peace of mind. For new technicians and managers, the assessment method is mainly based on the usual performance of the supervisor, and the final employment is selected through conversation. My suggestion is that technicians and managers on probation can be assessed 10 days in advance, and the assessment items include: employee self-evaluation and supervisor's evaluation opinions, and then the personnel department decides whether to hire them.
2. Follow up the manpower situation of new employees, feedback their needs and work progress in time, and design the company's human resources record table.
It is stipulated to have face-to-face communication with the tracked object every month and make unannounced visits to the employee's evaluation of him, fill in the employee's performance this month, and reflect with Ge Lang whether the employee is suitable for the post according to the understanding. The people being tracked are Deng Xiangjiang, director of No.2 nylon workshop, Xiao Chuntang, director of metal bar assembly workshop, Fang, director of resin bar assembly workshop, Cheng Jikuan, director of painting workshop and Cheng Wenbing, director of die casting workshop. This work is very critical and requires patience and good communication skills. To a great extent, Tang Xiaofeng didn't do a good job when he fled the company. In my future work, I will pay attention to communication skills and keep track.
3. Check the accounting and withholding of monthly dormitory water and electricity expenses on the last day of each month.
Using the water and electricity meter, I took the electrician and security guard to the dormitory to copy the water and electricity meter, and at the same time gave each dormitory a big inspection, and designed the "civilized dormitory scoring table" to score. This table is the biggest reference in the selection of civilized dormitories, and measures are taken to solve the problems found. So far, eight civilized dormitories have been born. In the past, some things in the dormitory that needed maintenance were repaired in time, and the phenomenon of littering in the corridor stopped. Some dormitory staff have uneasy relations, but I try my best to do their ideological work.
4, in the security work, say goodbye to the old and welcome the new.
Organize them to learn the regulations on duty management of security personnel, the responsibilities of security section chiefs and security personnel, and supervise their work from time to time every day. They are required to hand in safety logs every month, including: registration forms for people going out at night, night patrol in the workshop, mechanical outsourcing repair, entry and exit of foreign personnel, and factory registration forms. , and check the key points every month. Supervise security personnel to release resigned employees. Encounter unexpected things, such as quarrels and gambling, and solve them in a hurry. If it can't be solved, report to the manager and consult.
5. Review the procedures for the distribution of resigned employees.
Check whether the resignation report is complete and the handover procedures are in place. For ordinary employees, the dormitory administrator will sign to check whether the employee dormitory has been cleaned and inspected. Then the staff will move the things to the security department, and the security will check them. Then the employees will come to me to hand in the dormitory keys and get back the employee handbook, and finally I will apply for the exit permit. This process adopts the original model and has not changed much.
6, file management
Organize employee information on a monthly basis, analyze the employee demand of each workshop, and count the number of employees, new employees, resignees, recruits, contractors and the total number of workshops in this month. In this regard, I think it is necessary to use tabular analysis to master more detailed information of company managers, such as academic qualifications, age and service years of managers. To reflect the latest situation of the company.
Summary of personnel work of Finance Bureau 5
In the first quarter of 20__, with the efforts of all employees, the Human Resources Department completed the corresponding work in staffing, corporate culture and employee training, salary planning, organization and basic management according to the company's strategic requirements, which are summarized as follows:
I. Staffing
1. Employees' entry and departure (as of March 3 1)
Headquarters: each department has 4 1 employees and 13 employees. The turnover rate is 4%. In the same period, there were 20__, 17 employees, and 25 employees left. The turnover rate is 8%. The turnover rate dropped by 4 percentage points compared with the same period last year.
Processing plant: employed employees 163, 76 employees left, leaving rate 13%. In the same period of 20__, employees 1 12, and 73 people resigned, with a turnover rate of 15%. The number of employees increased by 5 1, an increase of 46%, and the turnover rate decreased by 2%. As can be seen from the above data, the factory still recruits a relatively large number of workers under the external environmental pressure of difficult recruitment, and the turnover rate has decreased year-on-year. It fully embodies the good effect of improving employee welfare, food and other incentive policies and humanistic care at the beginning of the year. It also reflects the factory's achievements in publicizing company policies and attracting former workers to return to work.
Office: (as of the end of February, excluding temporary staff. The data of March is being sorted out and will not be completed until mid-March), the office has a 3 18 counter, with 988 employees, 108 employees and 95 employees leaving. The turnover rate is 9%. In the same period of 20__, the number of resignees 107, the number of recruits14, and the turnover rate 10%. The year-on-year change is not big.
Specialty stores: (as of the end of February, the number of people in March is being sorted out), specialty stores * * * have 28 stores with 87 employees, and the turnover rate is 13%. Because the personnel information of the store has just been perfected, there is no corresponding data in the early stage.
To sum up, in the company's human resources strategic planning, 20__ years is the year of organizational structure and personnel structure adjustment, and 20__ years is the year of personnel capacity improvement and second-time entrepreneurial talent reserve, as can be seen from the above employment data.
2. Recruitment
There are four recruitment methods in this quarter, namely: worry-free online recruitment for the future, evening newspaper recruitment, on-site recruitment for science and technology campus and internal recommendation. In this quarter, * * * interviewed 209 people, re-examined 105 people, and hired 35 people (65438+ 10, 3 people in February 15 people, and 3 people in March 17 people) through recruitment and internal recommendation. Among them, 3 people are recommended for internal employment.
Second, corporate culture and employee training
(A) corporate cultural activities
1. Organize the planning and truth of the annual meeting.
2. Monthly announcement update
3. Formulation of the theme of the morning meeting and personnel arrangement
(2) Training work
1. Establish a 20-year training plan at company level and department level.
2. Training implementation
1) Two induction trainings for new employees
2) Salon culture training: "The workplace should be meticulous step by step" and "communication style".
3) company-level training
Has completed the use training of OA collaborative office platform.
4) Coordinate the training work of relevant departments: Information Department: Fu You upgrade series training, quality inspection cycle of the purchasing department of the group headquarters, training on the implementation standards of experimental equipment and products, and color training explained by Vice President Kuroda of the multi-brand center.
Third, salary and welfare planning.
1. Performance evaluation scheme
Formulate the framework of the draft performance of office manager custody;
Formulate and report the Method for Calculation and Payment of Performance Bonus for E-commerce Managers (Draft).
Employees and shopping guides add monthly, quarterly and annual sales growth performance; Increase regional management incentives; Increase employee sales management rewards;
2. Human resource data
Labor cost budget: according to the salary adjustment results of each system at the beginning of the year, adjust the labor cost budget of each system for 20 years;
Labor cost analysis report: form the labor cost analysis report template of each system, and complete the office labor cost data analysis report of 65438+ 10-2 in 20__ _.
3. Salary and welfare plan
20__ annual factory wage adjustment plan;
20__ Annual salary adjustment plan for employees and shopping guides in the headquarters office of the Group;
20__ Annual salary adjustment plan of the headquarters system.
4. Outreach work
Policy subsidy: 20,000 yuan employment contribution reward from the Labor Bureau has been credited to the company's financial account.
External selection: In March, all departments in the park will participate in the selection of Women's Day organized by Ganjingzi District Government. No.1 Factory 1 Class won the collective honor of "Women's Civilized Gang" in Ganjingzi District, No.5 Class of No.2 Factory won the honor of "Women's Civilized Gang" in Ganjingzi District, and Minister Liu of the Laboratory won the honor of "Women's Civilized Gang" in Ganjingzi District.
Preparation of CPPCC proposal: Starting from solving practical problems in enterprise development, the human resources department has planned and written four CPPCC proposals, which have been submitted to CPPCC District.
Expand the scope of labor and employment subsidies for brand clothing manufacturers.
"Direct Training Subsidy for Brand Clothing Enterprises with Employment before Training"
Give migrant workers national treatment in housing policy.
The selection of model workers or excellent skilled personnel should be tilted towards small and medium-sized private enterprises in the brand clothing industry, and the proportion of skilled personnel in private enterprises who receive municipal awards should be improved.
Four. organization work
1. System process construction
Improvement of OA personnel system: in the first quarter, we will focus on improving the OA personnel system at headquarters and the approval process of OA personnel application at office.
Revision of quality system documents: In the first quarter, the Regulations on the Management of Employees' Duty Behavior were re-improved and revised, and at the same time, the Regulations on the Management of Office Manager's Leave and the Regulations on Employees' Re-employment and Overtime Service were formulated.
2. External audit work
On March 2 1 -22, he was audited by Rheinland Company. The external auditor affirmed all aspects of the work of the human resources department, but for the three suggested projects put forward by the human resources department, the relevant responsible persons have been organized to make improvement time plans.
V. Strengthening the management of personnel basic information
1. Improve the personnel information management of specialty stores.
2. The timekeepers and office staff of the processing plant are brought into the management of the headquarters.
At the same time of salary adjustment at the beginning of the year, the establishment of timekeepers and office personnel in the processing plant is standardized and managed, and management requirements are put forward for post increase and entry.
The key work plan of intransitive verbs in the second quarter
1. Improve the post ability evaluation system;
2. Refine the training content of new employees;
3. Establish and improve the methods and contents of training effect tracking and evaluation.
4. The second quarter sales incentive plan and office operating procedures 20__ _
5. Integrate human resources quality system documents, and establish and improve the office management system.