In order to strengthen the planning and quantitative timeliness of the work of the personnel administration department of the company, the personnel administration department will formulate the work objectives and plans of the personnel administration department in 20xx according to the overall development plan and enterprise development direction of the company and the relevant information collected by the company in 20xx.
Major Work Plans and Objectives of Personnel Department in 20xx
First, establish and improve personnel administrative management norms and management systems, employee manuals, etc.
Second, the recruitment and allocation of human resources.
Third, staff training and development.
Fourth, establish a truly people-oriented corporate culture.
Formulate a salary structure management that is competitive externally and fair internally.
Six, improve employee welfare and incentive mechanism
Seven, the improvement and operation of the performance evaluation system
Eight, the flow of personnel and labor relations
Nine, the company's daily work and logistics management
First, establish and improve the norms and management system of human resource management.
20xx65438+Draft various management systems from February to February. On February 20xx, for a week, every afternoon 14: 00, the heads of various departments were called to study and discuss. After the first draft is finalized, it will be submitted to the general manager for approval. Officially promulgated at the beginning of the Spring Festival holiday.
Second, the recruitment and allocation of human resources.
1, according to staffing and 20xx annual flow. Analyze and evaluate the workload of each department and judge the number of missing staff.
2. Talent reserve: prepare for the supplement of middle managers.
1) In the recruitment process, the employing department needs to have clear employment needs:
When the personnel department determines the number of recruits through evaluation, it needs to communicate with all departments in depth to determine the quality, conditions and potential required by the candidates.
Time limit for completion: February 20xx 12 to February 20xx 10/0. In the meantime, you can set aside a day alone and convene the heads of various departments to discuss and determine.
2) Recruitment channels and methods: online recruitment, on-site recruitment and internal recruitment;
Specific implementation time:
According to the summary of manpower requirements submitted by various departments and the actual manpower requirements of the company.
Third, the training and development of employees.
According to the training needs of various departments and the overall needs of enterprises, make training plans, including basic skills training, quality inspection training, project management training, teamwork training, personal awareness training and corporate culture training for new employees.
Specific implementation time:
1. The Personnel Department communicates with various departments and assists them in preparing the 20xx annual staff training plan, which is scheduled to be completed in March of 20xx.
2. Adopt the form of training: internal training materials; Network training; External lecturers teach in enterprises;
3. Planned training content: mainly focusing on training enterprise culture, system and job skills.
4. Training schedule: the internal training time is tentatively scheduled once a month, and it is communicated with the personnel department through various departments.
Fourth, establish a truly people-oriented corporate culture.
1. Establish an internal communication mechanism.
The key to the success of establishing communication mechanism is a triangle composed of three parties, namely, general manager, personnel department and employee department manager. Only by ensuring the stability of this delta will there be basic protection.
2, by holding some small and medium-sized activities every month to improve employee cohesion specific implementation time:
This work is included in the monthly plan, but it is a long-term and continuous process, which requires all employees to actively participate in the work of establishing corporate culture and jointly create it to make Veyron's corporate culture really active.
5. Formulate a salary structure that is competitive externally and fair internally.
1. Transparency of salary system.
2. To establish a people-oriented salary method, we must first treat employees as partners in the company's operation, establish a salary system in which employees and the company share the same prosperity and losses, and then increase the proportion of employee benefits and rewards so that employees have a strong sense of belonging.
3. Establish a medium-and long-term salary plan considering the salary of core employees.
Specific implementation time:
Give appropriate guidance in the process of enterprise development, let employees recognize and implement the company's salary system, and constantly improve when problems are found.
Intransitive verb employee benefits and incentives
1. Employee benefits: buy social security for employees who have worked in the company for one year, ensure the most basic medical and work-related injury benefits for employees, and formulate a year-end bonus system to make employees recognized by their families and have a sense of belonging.
2. Plan to formulate incentive policies:
Quarterly outstanding employee selection and recognition, annual outstanding employee selection and recognition, establishment of internal promotion and salary adjustment system, employee rationalization proposal (proposal) award, establishment of departmental annual team spirit award and best creativity award, and establishment of internal competition mechanism (such as the last elimination mechanism).
1) Give employees a space for development and a platform for promotion.
Establish a perfect competition mechanism to encourage employees to compete for posts.
For employees who have performed well in this position and their abilities have exceeded the requirements of this position, but there is no vacancy at a higher level for the time being, they should be assisted by rotation at the same level, mobilize their enthusiasm for work with new positions, new jobs and new challenges, and learn more knowledge and skills at the same time, effectively improve their comprehensive quality and lay the foundation for their competence at a higher level.
2) Provide competitive salary level.
First, investigate the salary level of peers and around the industrial zone. Formulate a competitive salary system; Make the company competitive in the industry.
After the specific implementation time is approved by the general manager, the personnel department will formulate various welfare incentive systems, which will be implemented in strict accordance with the established objectives, policies and systems after being submitted for approval. This work is continuous. And conduct an employee satisfaction survey every month and quarter after operation. Feedback the survey information to the company, and adjust and improve the company's welfare policy and incentive system according to the survey results and the answers of company leaders.
Seven. Performance evaluation system
The fundamental purpose of perfecting and operating performance appraisal is not to punish employees who have not completed the business volume and failed to perform their duties, but to effectively motivate employees to continuously improve their working methods, establish a fair competition mechanism, improve work efficiency, cultivate personal awareness 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 20xx, the personnel department will assist all departments to formulate and improve the performance appraisal system through in-depth communication with all departments, and persistently supervise the implementation and operation.
Specific implementation time:
During the period of 1 and 20xx1~ April, we will strive for in-depth communication with various departments, assist them to formulate performance appraisal schemes, and finally form the overall performance appraisal system of Veyron Company.
2. Main work contents:
According to the established performance appraisal framework and the shortcomings in previous annual performance appraisal work, the existing system and related use forms are modified, the feedback and improvement of the assessment results are tracked, and the link between the assessment results and the salary system is modified to ensure the benign operation of the performance appraisal work.
3. The implementation process is a continuous work throughout the year. The standard for the personnel department to achieve this goal is to ensure the establishment of a scientific, reasonable, fair and effective performance evaluation system.
Eight, the flow of personnel and labor relations
1. Take a moderate principle for normal personnel flow, which is an important way to maintain the replacement of China's personnel system. The turnover rate is too small, and the company can't get fresh blood, which affects its vitality. But excessive flow, especially outward flow, is a great loss for enterprises.
2. The specific implementation content is to effectively control the flow of personnel.
Further standardize the management of talent recruitment.
Strictly review the qualifications of pre-employed personnel, and the personnel department should also keep abreast of the ideological trends of employees, do a good job in their ideological work, and effectively prevent the abnormal flow of employees. And do a good job of resignation investigation.
Nine, strengthen the daily work and logistics management of the company.
1. Employees:
The first draft of the employee handbook has been completed and the employee team is being formed. It is planned to rectify next year1February.
2. Dormitory: The health discipline system has been formulated, and the company personnel should support and cooperate and stick to it.
3. Canteen: Relevant canteen management system has been introduced to improve the hygiene and quality of meals. According to the number of people who eat, set a standard and decide how much the food costs. At the same time, it can be flexibly adjusted according to the market situation of raw materials used in the kitchen.
4, standardize the job responsibilities of cleaning staff, make all areas of the factory clean and tidy.
X. Rigid enforcement companies of systems have promulgated many rigid systems in the past, but some of them are mere formality, because rigid systems are not rigidly enforced.
How to realize the rigid implementation of the system, first of all, managers should set an example and make unremitting efforts. We must consistently adhere to policy implementation, work deployment, and work inspection, and the inspection work cannot be relaxed. If an enterprise wants to strengthen its execution, it must attach great importance to managers when every scheme is introduced, and all aspects involving managers should take the lead in demonstrating and setting an example.
The specific implementation time is 20xx years, and the implementation system is continuously improved throughout the year.
I recommend it carefully.