Resource Work Plan 1 I. Performance Management
"Without assessment, it means no management!" Carrying out the company's strategic development intention and taking 20____ as the company's "performance appraisal year", performance management will become the most important human resource management work.
1. Assist in the formation of performance appraisal standards for various departments and posts (from New Year's Day to Spring Festival)
2. Make the performance interview a part of the company's communication mechanism.
The formal performance interview is the first quarter. After the performance interview, we should make corresponding excellent promotion and insufficient performance improvement.
Second, training exchange.
The Human Resources Department advocates taking 20____ years as the company's "performance appraisal year", and the theory and practice of performance management will become the focus of managers' communication and learning. In the first quarter, the human resources department focused on organizing performance management training within the company to assist all departments to implement performance management according to standardized processes. Human resources department is involved in different stages of performance management, discussing practical problems in operation with department heads, and conducting targeted exchanges and training.
Led by the human resources department, with the participation of the company manager. Once every two weeks, combined with performance management theory, in-depth discussion of specific issues in the company.
Third, the salary system.
Improve the existing salary system according to the salary structure of "post+skill+performance", and make necessary adjustments to the existing system at the end of 20 _ _.
Fourth, employee communication.
1. Conduct employee satisfaction survey within the company every six months.
2. Assist all functional departments to implement the internal communication mechanism of the company.
The human resources department communicates with every colleague of the company at least once every _ _ _ years. All communication should be recorded in written form, and the problems in the record should be submitted to the relevant supervisors at all levels together with the suggestions of the Human Resources Department. Let communication form a mechanism, focusing on the entry, confirmation and resignation of new colleagues, and taking birthdays and renewal as auxiliary communication points.
Fifth, create an atmosphere.
1. Welcome new colleagues to join;
2. Spiritual revelation;
3. Relax for a while and have a nice weekend;
4. Birthday wishes;
5. Senior management exchange meeting
Sixth, subordinate training
Recruiting and employee relations specialist independently conducted the induction training and recruitment interview for new colleagues in half a year through training exchange and participation in daily comprehensive management activities.
Seven. management system
Eight, job analysis
Submit a job analysis every week on average to determine the role of the comprehensive management department in serving various departments and assisting senior leaders.
Nine, refining corporate culture
Form corporate culture handbook.
Resource workplan 2 1. Do a good job in analyzing and summarizing personnel needs, carry out corresponding recruitment work, and ensure that the talent pool has an appropriate talent reserve. Among them, operators should be recruited all the year round, while the positions of price clerk in material supply department, craftsman in technical department, assistant minister of foreign trade in sales department and mechanic in Wansheng company should be recruited on-site and online.
2. Do a good job in the assessment of new employees in early June and report the assessment results to Minister Hong. The assessment is divided into three stages, namely, June 8th, June14th and June 25th.
3. Do a good job in the follow-up assessment of on-the-job personnel, especially college graduates, interns and other frontline personnel, so as to facilitate talent reserve and training, and report the assessment results to Minister Hong on July 1. Assessment criteria: post ability, reserve ability and border ability; Assessment methods: on-site personal assessment, direct manager's comments, and workshop (department) leadership consultation.
Among them, before June of 13, the assessment of non-management employees in the manufacturing department with a college degree or above was completed;
Complete the assessment of on-the-job interns before June 30th, including 2 days in Zaozhuang, Shandong (15), 4 days in Shaanxi Industry and Trade (34), 6 days in Baoji Science and Technology (47), 5 days in Huangshan Technical School (42) and 2 days in Qiandao Lake (16);
4. On 25th of each month, analyze and report the situation of resigned persons and report to Minister Hong. At the same time, do a good job of filing the resigned personnel, register the outstanding personnel who have joined the company for one year and left the company normally in detail, and pay a telephone call back when necessary, so as to reduce the personnel training cost, stabilize the staff and improve the production efficiency;
5. Do a good job in the internal audit reports of Comrade Yang, Comrade Yang and Comrade Yang, and strive to submit them to the Audit Department of the Group Company on June 10;
6. Prepare the materials required by the Finance Department and the Audit Department;
7. Prepare the materials needed by the trade union;
8. Do a good job in the archives and social security management of on-the-job personnel;
9. Do a good job in reporting the daily main work of human resources to Minister Hong;
10, strengthen the study of professional knowledge;
I. Human resources planning
Human resource planning is a big concept. This work was put forward in XX, but it was not put in place. On the one hand, their own technology is not up to standard, on the other hand, the quality of enterprise personnel is not up to the level of participating in planning. This work will continue for XX years and be effectively established. The main work is as follows:
1) Adjust and make the human resource structure chart under the guidance of enterprise strategy. Completed in February 65438, XX.
2) Evaluate the overall quality of existing core employees, determine the overall quality of employees, and cooperate with the post quality model to determine the areas that need to grow. Completed in March, XX.
3) Evaluate the cost of the existing core personnel and further make the overall plan for XX years.
4) Implement specific plans.
The planning difficulty of XX still exists in XX, so it is extremely important to introduce advanced evaluation system. The evaluation system can't be used as a reference, but it can guide the qualities that modern managers lack to a great extent and provide a reference for human resource planning to a great extent.
Second, recruitment and selection.
Recruitment and selection is a very important and difficult link in human resources work. Because this module contains a lot of uncertainties, many enterprises can not achieve remarkable results in the real-time operation of this module. At present, the recruitment and selection module of our company is as follows:
Techniques and tools for implementation:
1, the evaluation software, provides a basic basis for the quality evaluation of recruiters, but because the evaluation tools are backward and the module analysis is too simple, it has little reference significance for recruitment.
2. Structured interview: The topic design of structured interview began in XX, and the interview module has been paid attention to in daily recruitment, but the demand type and quality of employees in different positions are not clear enough. The establishment of quality model needs to be based on the support of various departments, and the quality required by each position is different. When establishing the quality model, the heads of all departments and the core employees of all positions play the most important role.
3. Prevention of recruitment risks: the application for "obtaining evidence" is not standardized, so the department specially took a professional examination based on this, which strengthened the scientific and professional operation of the "obtaining evidence" link.
4. Campus presentation: once in XX years, but the presentation was presided over by the chairman. Because it is not a special recruitment seminar, the recruitment effect is not optimistic. In XX, campus recruitment was officially launched to replenish fresh blood for the company and provide echelon candidates for some positions.
5. Teamwork in recruitment: In previous years, recruitment was first conducted by HR personnel, and it is still the case now. The disadvantage of this is that the technicality cannot be fully guaranteed, which wastes the recruitment time and delays the recruitment progress, because the timeliness of personnel arrival is an important item in assessing the ability of recruiters.
6. Each department plans to recruit: The current situation is that the recruitment plan follows the report, the recruiter has no specific time limit, and the annual planning is not strong. Recruiters are busy all day, but there is no effect.
The overall situation is as follows: the recruitment module structure has been established, the recruitment network has been completed, and its own recruitment sources has been formed, and the recruitment channels are relatively perfect; The introduction of recruitment technology is not strong enough to support the company's long-term and legitimate development needs; The recruitment work has been implemented in detail, but the key work operations are not technical enough. Although the learning is in place, it is not used for implementation; The part-time training of the recruiter is complicated, which leads to the slow improvement of the recruitment module quality of the recruiter. A lot of work has been done in recruitment and selection, but there is still a long way to go before it is scientific. The steps of recruitment and selection are complete, but the operation mode needs to be improved. In view of this, the main innovations of XX recruitment are:
1. Fully implement structured interviews to improve the professionalism of recruitment and selection. Professionalism directly reflects the degree of standardization of enterprises, and also directly affects the recruitment effect and reputation of enterprises. Therefore, in XX, human resources should become another powerful window for the company's publicity and contribute to establishing a good company image.
2. Increase the number of recruits and cultivate the second echelon of human resources department.
3. Strengthening the construction of quality model has aroused widespread concern. In the first half of XX, the quality model of main positions in various departments was established in an all-round way, which laid a solid foundation for recruitment and selection.
4. Introduce new evaluation software, strengthen the evaluation of new employees, fully cooperate with structured interviews, and improve the overall scientific and professional degree of recruitment and selection.
5. Train one or two recruiters in each department to participate in the daily interview of human resources, strengthen the cooperation of recruitment and improve the recruitment efficiency.
6. Improve the planning of the recruitment plan: There are two reasons for this lack. First, the company's strategic indicators are not rooted in the heads of various departments, and the heads of various departments do not have a strong ideology of linking people with strategy. Second, the heads of various departments don't know enough about the matching degree between people and work, or don't know how to divide their own employees to improve efficiency and employee satisfaction. Therefore, the Human Resources Department will arrange a special training for department heads next year, which is mainly suitable for promotion. As for the second point, because the human resources department has perfected the job description system in XX, it will have more guiding significance for the overall work of the heads of various departments, and will be more helpful for the recruitment number and echelon composition of personnel.
7. Strengthen other professional work: attach importance to and put the "evidence collection" work in place. Due to the particularity of the company and industry, the human resources department is required to master the background of employees. On the one hand, we should do professional "forensics", on the other hand, we should do compound forensics on the basis of in-situ "forensics" to learn more about employees' personal information and treat it as files.
Start campus publicity, strengthen campus recruitment, and reserve outstanding fresh graduates.
To expand the recruitment methods, we can consider special recruitment, such as quality control technicians directly going to the school to sign contracts for cooperation, and excellent security personnel can directly contact the army to recruit veterans (on the basis of considering whether it will bring corporate risks to enterprises) and so on.
Three. Training and development
On the one hand, the purpose of training is to improve the quality of internal staff and enhance the overall team strength, on the other hand, it is to exercise the echelon and improve the company's ability to resist risks. Based on these two purposes and the company's current human resources situation, the training direction should be to improve the comprehensive quality of existing core personnel, clarify the training ladder, rationally plan the training cost, and strengthen training evaluation and post-training effect tracking.
After XX years of operation, the training has realized clear steps, well-documented expenses, training evaluation and follow-up after evaluation. In the revision of the training system, XX pays more attention to the fact that employees at different post levels should receive different training contents to facilitate individual phased needs and phased promotion. Therefore, there are clear phased training projects in the training system proposed by XX. Distinguish the different needs of newly promoted supervisors and middle and senior supervisors. In the aspect of cost control, the human resources department has taken over the training in an all-round way, and the situation that the original training has obstacles in deducting fees and the annual training expenses are unclear has been improved. Post-training evaluation questions are also implemented in XX. The evaluation before XX is limited to the system or slogan. Starting from XX, there are summaries after external training and exams after internal training, which improves the training effect. What needs to be strengthened at present is the application and management of post-training knowledge in practice.
Combined with the overall situation of the company and the existing personnel of the human resources department, the overall training in XX years is divided into several directions:
1. Systematize training and establish a competency-based training system.
2. Establish an internal trainer system.
3, training evaluation in place, tracking in time.
4. Step by step training.
Let's talk about the systematic operation of training. Training management system, like performance management system, is full participation, and performance management assessment is not the whole of performance management, but only a point. The arrangement, implementation and evaluation of training are only the key points of training system, which consists of a series of behaviors such as the establishment of competency model, the design of training system, the control and grasp during training, and the follow-up and implementation after training.
When it comes to the systematic operation of training, the first thing to mention is the establishment of competency model, that is, the establishment of quality model, because it is mentioned in the recruitment and selection module, so I won't discuss it in detail here.
According to the competency model, each position has different quality requirements, thus forming the training content corresponding to different positions. According to the corresponding training content and the quality status of the existing personnel in this position, train the weak links and reach the training intention with the trainees and their leaders. The Human Resources Department will connect with the leaders of the trainees according to their training and post-training conditions, and the connection will be included in the performance appraisal. In this way, training really realizes management, not just training.
According to the overall situation, it is expected that comprehensive training management can be implemented from July in the second half of next year.
Secondly, establish an internal trainer system. Since XX, at the initiative of the leaders, the Human Resources Department has been paying attention to the cultivation and excavation of internal trainers, including the establishment of corporate culture groups and participation in market system speeches, which are helpful for the excavation of internal trainers. The external training of an enterprise is only a part of its strength, so it is wise to fully tap its internal resources and use its internal professional advantages to enhance its internal combat effectiveness. The establishment of the internal trainer system is expected to be carried out as follows:
1) Determine which modules the internal trainer needs to attend and which courses the internal trainer can teach at present.
2) Improve the internal trainer system. The existing training system has mentioned how to reward internal training, but the incentive effect is not obvious. Secondly, the internal trainer is unprofessional and has no corresponding detailed assessment system. If the internal trainer system is established, we must first improve the system. This work is expected to be completed in March.
3) Announce the recruitment of internal trainers throughout the company. It is expected to be completed in April.
4) Cultivate and train internal trainers for a long time, and give them a good growth atmosphere and help.
5) Conduct single and multiple assessments and annual assessments, selection and commendation of internal trainers.
6) It is expected that the appointment system of internal trainers can be realized in XX years.
Thirdly, talk about training evaluation in place and timely tracking. As mentioned above, the training management system, like the assessment management system, is managed and participated by all staff, so the training assessment is not only done by the human resources department, but also supervised by all departments for a long time. Then, how to realize the good interaction of training has become an urgent problem.
In order to solve the interaction between human resources and other departments in training management. The Human Resources Department will release the training evaluation management system in XX. In this system, the roles that human resources departments, department heads and managers at all levels should play in training management, what jobs they should be responsible for, how managers can improve their subordinates' working ability, what jobs they should do and how to assess them. In the overall training management next year, benign training management will directly affect the overall operation of the company, so the role of training management will become increasingly obvious. And the training work will be more arduous. Therefore, considering that Li Zhenyong has a strong advantage in training at present, we can consider putting him in charge of training management. In this way, recruitment and some benefits need to increase personnel. In order to save personnel costs and reduce the risks of the company, the human resources department proposed to introduce human resources management software in XX years to reduce the workload of existing personnel and save time and resources. This work was understood in June 5438+February XX, and was fully implemented in June 5438 +XX 10.
Finally, regarding the training ladder, the training ladder is actually the content of the competency-based training system. Because the training ladder is very important and difficult to manage, it is planned as a separate item. Based on these objective reasons, the training level
The third part of the resource work plan, the guiding ideology
In view of the weak adaptability, innovation and promotion ability of employees, combined with the overall development strategy of the company "xx", we will vigorously promote the quality improvement project of employees, highlight the cultivation of high-skilled and high-tech talents and the reserve cultivation of professional and technical forces, and provide suitable human resources for the company to establish an excellent enterprise 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.
(3) Centralized management, overall arrangement and 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 skills as assistants for experienced skilled talents (special technicians, responsible technicians, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated assistants. 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 the development of new products, there are plans to hire experts at home and abroad to teach "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 promotion of new technologies and new processes.
3. Intensify overseas training, send 100 outstanding professional and technical personnel to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional and technical personnel to relevant domestic enterprises and universities to study, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological 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 capabilities 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 mba core courses as the main content, combined with the actual management and requirements of the company, a full-time rotation training class for middle managers 1 year was held; Taking the theory and practice of grass-roots management as the main content, hold the second phase of off-the-job rotation training course for grass-roots managers for more than 6 months; Continue to focus on the "Training Course for Enterprise Team Leaders" and organize 5 off-the-job training sessions 1 month among key members of the team; Combine general management ability with professional management ability, and hold a training session for purchasing and selling 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 certification of various management systems, centralized training on obtaining evidence and renewing certificates for internal auditors, relevant management personnel, personnel in key positions and special operations personnel with more than xx employees shall be continuously carried out at different levels; Take a combination of self-run classes, team learning and online learning, and hold all-staff training on laws, regulations and document systems to cultivate employees' awareness of quality, safety and environmental protection.
Verb (abbreviation of verb) related explanation
(1) All major trainings of the company (including centralized trainings of the company, independent trainings of all units, delivery trainings, etc.). ) included in this plan (see attached table for specific training items), and other temporary training shall be managed according to unplanned training.
(2) Training programs related to Party building and trade union work are included in the Party School plan of the company, and daily political study and team study are included.
(3) Before the start of each training project, the implementation plan must be declared one week in advance according to the regulations, and implemented after being examined and approved by the Human Resources Department.
(4) The Human Resources Department is responsible for the interpretation of this plan.