While further improving the basic work of human resources, the company's human resources management and development will strengthen post personnel setting, human resources training and development, human resources management informationization and human resources management system construction in 200x; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.
Second, the basic situation of human resources.
As of 200x, 65438+February, the number of employees of 3 1 XX Logistics (including joint ventures and holding companies) was 1880, including 67 employees from the company headquarters, 288 employees from Yi Tong, 300 employees from Guangdong Xinyue, 93 employees from the industry and VIA employees.
X. Logistics Education: As of 200x, 65438+February, 3 1, the company has 482 people with college education or above, including 37 doctors 1, 37 masters, 242 undergraduates and 202 junior college students.
Third, through post analysis and setting, do a good job in creating posts and personnel.
In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each subordinate company has formulated posts and personnel in combination with the company's main business situation, as follows:
(1) Posts and personnel are fixed in two categories: 1. Each management center classifies according to key indicators such as mileage, service area logarithm and business scope; 2. Classify service areas according to traffic volume, turnover and other indicators.
Determine the positions and staffing of each management center and service area, and strive to provide standardized modules for the construction of new service areas.
(2) Guangdong Xinyue should optimize the existing organizational structure, posts and personnel appropriately and reasonably according to the traffic safety facilities, communication, power supply, monitoring and charging of highway projects and the total amount, mileage and construction period of contracted projects, and control the number of personnel and labor costs.
(three) the industry should do a good job in setting up posts and personnel according to the different business conditions of expressway construction materials supply, total supply and mileage, construction period, project scale and information technology services.
(4) VIA shall, according to the characteristics of shipping and newly expanded business, and on the basis of the existing quota, make post qualification statements and job descriptions in blocks.
At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Backdoor Service Area, Guangwu and other projects, the post setting and staffing of each project were investigated, and the first-hand information on post setting and staffing was obtained.
Fourth, actively promote the construction of human resource management system, basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.
According to the general requirements of the company's management system, the company headquarters has completed the first draft of the human resources management and development system such as Staff Training Measures, Interim Measures for Human Resources Management, Interim Measures for Staff Attendance Management, Measures for Labor Contract Management and Detailed Rules for Personnel File Management. Among them, the Trial Measures for Employee Compensation and Welfare and the Interim Measures for Employee Performance Appraisal have been officially promulgated and are being implemented.
In addition to improving the original human resource management system, Guangdong Xinyue has also completed the ISO quality certification. Yi Tong Company has formulated the management measures for the assessment of middle-level managers and the management measures for labor contracts, revised and improved the detailed rules for the implementation of employee attendance management and the personnel management system in service areas, making the daily management more institutionalized, standardized and operable. According to the labor law, labor policies and regulations, combined with the actual situation of the company, Oriental Thinking has defined rewards and punishments, assessment, change and selection, vacation, labor relations and other contents. , and gradually improved the company's labor and personnel management system.
Verb (abbreviation of verb) In order to meet the needs of company strategy and personal development of employees, the development and training of human resources in subordinate companies have been greatly strengthened.
In order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the company's headquarters has drawn up human resources development and training methods, and has done corresponding work in training planning and coordination, but the overall level of the company's theme (knowledge popularization) training and the company's headquarters staff training needs to be strengthened.
Yi Tong carefully organized and earnestly carried out various trainings. On-the-job training for new employees, * * * held three training sessions for new employees in service areas, each with 203 people for 20 days. A training course for middle managers was held with 39 participants. The service area manager should be aware of the training, which lasted for nearly 4 months and was attended by 2 1 person. The training is divided into two stages. The first stage: 4-day off-the-job training, mainly training in service area management quality, business process, business strategy, financial management, official document writing and so on. The second stage: amateur self-study laws, regulations and knowledge training for nearly 4 months, and a written test. Organize or send 308 person-times to participate in human resource management, labor insurance, family planning, ISO900 1:2000: 2000 quality management system internal auditor qualification, registered safety officer, fixed assets management, financial accounting foundation and file management, tax law, official document writing, construction engineering management, convenience store information system management, document science and technology file management, security backbone, chef, stew, etc.
Guangdong New Guangdong Training has achieved remarkable results. On the one hand, the new Guangdong pays attention to the training of technicians, and participates in the training courses for computer information system integration project managers and senior project managers through Saibao Certification Center; On the other hand, we should conscientiously study the following daily jobs: organize human resources managers to carry out special business training and study, and actively cooperate with the development department and technical service department to carry out internal technical management training, induction training for new employees and outdoor expansion ability training. Employees ***8 1 person-times participated in the training throughout the year (including middle-level and above managers 13 person-times).
According to the annual training plan, the industry has strengthened the education and training of employees. Conduct induction training for new employees from the perspectives of the company's development history and current situation, business processes and corporate culture. Organize employees to visit and study in steel mills, cement plants and asphalt plants. Train employees on the application of company logistics management platform.
Six, performance appraisal and evaluation, objective, fair and reasonable evaluation of employee performance, to stimulate the potential and enthusiasm of employees.
Through the daily and annual assessment of employees, the company links the assessment results with employees' salary, post adjustment, training development and vacation, establishes a self-disciplined employment mechanism of promotion and demotion, realizes the optimal allocation of talents in various positions within the company, promotes the development, management and rational use of human resources in the company, and establishes a high-quality, capable and efficient workforce.
In particular, according to the employment mechanism and related performance appraisal management system, the industry links the assessment results with floating wages and year-end bonuses, which greatly improves the enthusiasm and initiative of employees and forms a situation in which employees strive for Excellence.
Seven. Taking informatization construction as the driving force, actively cooperate with the Group to do a good job in informatization construction of human resource management and strengthen technological innovation of human resource management.
According to the overall deployment of the Group's informatization construction, in order to give full play to the advantages of human resource management talents and informatization technology of the Group and the company, and enhance the contribution rate of key management means in informatization construction, especially human resource management. We require all affiliated companies to do a good job in the overall planning of the human resource management information system with the help of the company's office automation system, and complete the electronic informatization construction of the company's decision-making report control system, human resource statistical information system and employee information data.
At the same time, in order to cooperate with the smooth development of the Group's human resource management informationization, our company completed the data entry of the modern human resource management information system (XX Logistics) of Guangdong Communications Group in four months from September, which is divided into six modules: personnel management, salary and welfare, performance training, organization information, report system and system management. Including the basic information of human resources, education, professional and technical positions, technical jobs, continuing education, social insurance, retirees management, salary signing, information inquiry and other powerful functions. The effective application of this system can greatly improve the working efficiency of human resources and the level of human resources management and development.
Eight, do a good job in the company's human resources strategic planning to meet the needs of XX logistics strategic development.
In order to cooperate with the effective implementation of the company's strategy, according to the demand for human resources in XX logistics strategic planning, we have made a preliminary idea of XX logistics human resources strategy.
We believe that the general idea of XX Logistics 2006-2065 438+00 human resources strategy is to take talents as the center, encourage innovation, and strive to cultivate, absorb and bring up a large number of high-quality logistics talents (with emphasis on logistics and information management professionals). Give full play to people's talents, constantly improve the level of human resource management, and provide strong human resource support for the realization of XX logistics development strategy.
SWOT analysis of XX logistics human resources strategy: (1) Advantages: internal monopoly of transportation logistics resources; The professional quality of employees is high; Generous salary and welfare benefits. (2) Disadvantages: lack of high-end logistics talents; The market competition consciousness is not strong; Labor costs are relatively high. (3) Opportunity: strong support from government policies; The impetus brought by China's accession to the WTO; There is an ample supply of professionals in the labor market. (4) Threat: fierce talent competition; Frequent flow of talents; Lack of logistics and information talents. South Guangdong logistics talent view: being a South Guangdong logistics person with both ability and political integrity. Only those without virtue are crooked talents; Virtue without talent is mediocre; Without talent and virtue, it is redundant; Virtuous and talented.
Assumption on the implementation of XX logistics human resources strategy: to achieve "five talents", that is, to find, recognize, use, reward and educate talents. (1) seeking talents: 1. Bring in talents from outside. According to the human resource planning, through job description and qualification, select appropriate recruitment methods, channels and tools, and select outstanding elements from famous university graduates and social elites to join Nanyue Logistics. 2, internal talent selection, through job rotation, competition for posts, job promotion and cadre exchanges, establish an effective internal talent flow mechanism. (2) Understanding of talents: Through the establishment of human resources management mechanisms such as talent evaluation, performance appraisal, and dynamic incentives, talents can be truly discovered, so that those who are capable are superior, those who are mediocre are inferior, and those who are mediocre are equal. (C) Talent: People-oriented human resource management innovation. 1, 80/20 principle, 20% employees in the enterprise create 80% of the value of the enterprise, and these 20% core employees should be managed well. 2, authorization management, in order to adapt to today's new management ideas to emphasize the requirements of flat organization, fully mobilize the enthusiasm of employees, and cultivate their professionalism, employees can be appropriately authorized to give full play to their subjective initiative and participate in the management of the company. 3. Team building and cooperation can give full play to the role of the team in the listing of the company and the operation of major events, and cultivate employees' sense of identity and belonging to the company. (d) Reward: Establish an incentive system suitable for cultivating the core values and competitiveness of Nanyue Logistics. 1. Establish various forms of value distribution opportunities, authority, qualification recognition, honor, vacation, education and development, salary, bonus, allowance, welfare, equity, etc. 2. Employee stock ownership is combined with the company's listing, and employee stock ownership. The basis of equity distribution is: sustainable contribution, outstanding talent, moral quality and risks taken. Maintain effective control of the company by the core layer. 3, bonuses, mainly for excess performance and innovation (including special year-end awards, etc. ) .4, promotion, mainly based on the outstanding performance of employees, while referring to the level of qualifications. 5, honor, awarded honorary titles to employees with outstanding contributions and excellent work attitude, and set up an innovation honor award. (v) Education: establish a training and development system based on human resources strategy and career planning. 1, two cores: (1) consider the requirements of enterprise strategy and business objectives for human resources; (2) Consider the career development requirements of employees. 2. Three levels: (1) system level: involving various systems in enterprise training and development activities; (2) Resource level: various key elements that constitute the enterprise training and development system; (3) Operational level: the work content and process of enterprise training and development institutions. 3. Training needs analysis, training plan formulation, training activities organization and implementation, and training effect evaluation.
Nine, efforts to do a good job of reform, responsible for completing the company's procedures for going abroad.
(1) post reform: 1, registered for the professional and technical qualification examination, and completed the examination registration of 79 people in 9 professional subjects. 2, professional and technical titles, first identified 10 people, 2 people to declare intermediate qualifications, 6 people to declare advanced qualifications.
Guangdong Xinyue also handled the qualification application procedures for Zhan Runqu and other 18 computer information system integration project managers (of which 13 successfully applied for project manager and 6 applied for senior project manager); At the same time, assist in the annual examination of various qualification certificates of the company.
(2) Going abroad: 1, responsible for handling multiple round-trip travel permits for nine people from the company going to Hong Kong and Macao for six months on business; Nine people will apply for two business trips to Hong Kong and Macao in three months. 2. Assist in handling many overseas study and training tasks.
Guangdong Xinyue handled four round-trip Hong Kong Pass declaration procedures for some managers, and 2 1 person went abroad to study for two groups.
Ten, according to the company's business and structural integration arrangements, do a good job of human resources allocation in the handover of Guangdong and New Guangdong.
In order to speed up the listing of the company, optimize the internal resource combination of the Group, and straighten out the ownership of the management relationship between our company and Guangdong Xinyue, according to the unified deployment of the company, our company is mainly responsible for timely handling the personnel files, administrative salary letters of introduction, work appraisal and labor manual, labor employment procedures, social insurance and housing accumulation fund payment of Guangdong Xinyue handover personnel.
XI。 Cooperate to complete the personnel diversion of VIA Company.
In order to realize the smooth development of VIA Company and reverse the situation that the management and monitoring of its express delivery business are not in place and the cost cannot be controlled, we actively cooperate with VIA Company and give strong support in personnel management. The human resources department of VIA Company successfully completed the personnel diversion work by formulating a strict diversion plan, acting in accordance with the law, reasonably grasping policies, strictly controlling the compensation scale for terminating labor contracts, and patiently and meticulously persuading and explaining the work. The staff was reduced by 3 10, and the compensation cost was only 65,438+10,000 yuan, which greatly reduced the labor cost and expenses, and truly achieved proper diversion and smooth transition.
Twelve, do a good job in the basic and daily management of human resources management, and complete the tasks assigned by the superior business departments and company leaders.
1, and handled the annual labor audit and salary declaration in time according to the regulations; Establish employee salary account, and fill in various annual, quarterly and monthly reports of employee salary and employment in time as required.
2. Handle the labor and employment procedures for the newly transferred and recruited employees of the company, and be responsible for signing and managing the labor contracts of the employees of the company.
3. In accordance with the provisions of the labor and social security department, the procedures for reporting the payment base of social security, unemployment insurance and medical insurance have been handled according to law, and the standard of employee housing provident fund has been adjusted.
4. Calculate and pay employees' wages and expenses in time.
5. Cooperate with the group to complete the personnel file arrangement of the company team members; In the whole year, 25 personnel files were received, and 2 personnel files were excluded.
6. Cooperate with Wan Le Enterprise Company to complete the personnel agency of the company.
7. Complete other tasks temporarily assigned by the leaders of the group and the company.