Annual Work Plan of Administration and Personnel Department 1 1. Strengthen self-cultivation and improve service quality.
1, responsible for the reception of the front desk service hotline and telephone transfer, do a good job of call consultation, carefully record important matters and convey them to relevant personnel without omission or delay.
2. Be responsible for the reception, basic consultation and introduction of visiting customers, strictly implement the company's reception service specifications and maintain good manners.
3. Responsible for drafting and receiving communication, inspection and reports from superior leaders or partners.
4, familiar with and master the basic telephone etiquette and business etiquette, do a good job of basic reception. Enhance the awareness of active service, and be able to complete all work actively and effectively.
5. Have a strong sense of responsibility for work, not afraid of hardship and fatigue, and be able to complete all work efficiently and quickly.
Second, pay attention to the health and image of the front desk and remind health personnel to clean up on time.
1, responsible for cleaning the company's front desk or consulting reception room, placing tables and chairs, and keeping them tidy.
2, responsible for the daily maintenance of regional health and green plants.
Third, learn the company's corporate culture and publicize it well.
1. Delivery of internal publications and manuscripts.
2. Early manuscript collection, manuscript collection, editing, printing and publishing, and later publication distribution.
3. Create a corporate culture publicity garden, make it and update it, so that employees can learn some extracurricular knowledge after work and feel the corporate culture and spirit of the company.
4. Proficient in all kinds of cultural construction of the company, able to publicize to employees and outsiders accurately and in detail, so as to become a propagandist and disseminator of the company culture.
Fourth, improve the attendance management system.
Attendance management is the foundation of enterprise management, and objective and fair attendance can provide a reliable basis for the implementation of salary system and reward and punishment system, which is of great significance to mobilize the enthusiasm of employees.
1, preparation and review of personnel attendance sheet.
2, review the work of employees in various departments, mainly to see the phenomenon of being late and leaving early.
3. Going out to handle personal affairs or seeing everything during work. , make detailed records.
4. Detailed records of personal leave, sick leave, business trip and statutory leave.
5. Count, classify and check the punched fingerprints, and record the non-punched fingerprints.
5. Standardize the daily behavior of employees in strict accordance with the requirements of company rules and regulations.
1. Supervise and inspect the basic conditions of work clothes, badges, breakfast and office hygiene of all departments every morning, and make detailed records and summarize them regularly.
2. Whether irrelevant events such as playing mobile phones, gathering people to chat and eating snacks during daily working hours are supervised and recorded.
3. Record whether employees of all departments are off-duty, on-the-job and dereliction of duty in other positions during working hours.
Six, to assist department leaders and other departments to complete the work.
1. Sign for all kinds of notices, circulars and contact sheets.
2, responsible for the company's document processing, daily printing, copying, scanning, fax, etc.
3. Responsible for signing and sending all kinds of letters, parcels, newspapers and magazines.
4. Assist HR Commissioner in personnel work, such as recruitment, interview and induction training for new employees.
5. Assist the administrative staff to carry out the training and publicity work of the company and the large-scale activities organized by the company.
Annual Work Plan of Administration and Personnel Department 2 In order to achieve the company's 20xx annual goal and strengthen the planning of human resources management and administrative management, the Administration and Personnel Department is now formulating the 20xx annual work plan and carrying out specific work according to the plan, so as to better coordinate the operation of various departments, support the company's decision-making and assist all departments to achieve the company's 20xx annual work goal.
The first part of the human resources work plan
I. Personnel recruitment
(A), thinking analysis
1 year and 20xx years are the first year of the company's establishment, and will also be a year of rapid development, with the rapid increase of human resources development and gradual arrival.
2. Take advantage of the company's recruitment, salary policy and the opportunity of the peak turnover after the Spring Festival to supplement the top talents and excellent basic talents at the grassroots and middle levels, especially in the industry, as a replacement, supplement and training reserve for human resources.
3, the implementation of internal training and promotion, promotion and appointment of self-motivated, continuous learning and promotion of internal staff.
(ii) Overview of objectives
At present, the company is in the early stage of development, and the overall goal of 20xx year should first consider meeting the post demand, and then consider the talent reserve to realize echelon construction.
(3) Specific implementation plan
1, acquaintance recommendation: including employee recommendation, working in the company with high technical proficiency, having worked hard to achieve personal salary targets, and recommending outstanding talents suitable for the common development of the company, the company will give a one-time reward.
2. Online recruitment: Open a well-known online recruitment platform.
3. On-site recruitment in Shenzhen talent market: face job seekers directly, quickly and accurately.
(4) Matters needing attention in target implementation
1. Personnel Recruiting Specialist 1, Front Desk Administrative Specialist 1, Training Performance Specialist 1, Logistics General Affairs Specialist 1, each with his own duties. See the job description for details.
2. Recruitment channel expansion: competitors dig people.
3. Investigate the salary and benefits of competitors.
4, do all the preparatory work:
Communicate with the employing department to understand the demand in time and accurately;
Conduct recruitment publicity: make recruitment advertisements, make recruitment inkjet at the entrance of Futian office, and put recruitment advertisements on nearby bus stops.
5. Directly responsible person: personnel recruiter.
Second, the performance appraisal
(A) train of thought analysis
There are two key issues in performance appraisal: first, the scientific nature of appraisal indicators; Second, the key to the formation of a management habit and behavior habit lies in persistence and institutional guarantee. The performance system should complete four tasks:
First, improve performance indicators;
Second, do a good job in monitoring the performance process;
Third, strictly implement the feedback and application of assessment results;
The fourth is to standardize the use of assessment data and link it with salary.
(ii) Overview of objectives
The fundamental purpose of performance appraisal is not to punish employees who fail to fulfill their work targets and duties, but to effectively motivate employees, continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the achievement of work results.
(3) Specific implementation plan
1, continue to improve the supporting system and documents for performance appraisal.
2. Supplement and modify the assessment indicators of existing posts and new posts.
3. Focus on the assessment results, and track the feedback and improvement of assessment forms, assessment items and assessment results to ensure the benign operation of performance appraisal.
4. The implementation process is a continuous work throughout the year, and the standard for the Administration and Personnel Department to achieve this goal is to establish a reasonable, fair and effective performance evaluation system.
(4) Matters needing attention in achieving the goal
1, performance appraisal involves the vital interests of all departments, posts and employees. Therefore, it is necessary to guide employees to treat performance appraisal with a positive attitude, improve their work and revise their goals through performance appraisal on the basis of ensuring that performance appraisal is linked to the salary system.
2. Performance appraisal is a communication work and a process of continuous improvement. Pay attention to vertical and horizontal communication in the operation process to ensure the smooth implementation of performance appraisal.
3, the performance appraisal system, not the administrative personnel department work alone, in the process of operation, should be led by the department head, listen to the opinions and suggestions of all aspects of personnel, timely adjust and improve the working methods.
(5) Directly responsible person: performance training specialist.
Third, training development.
(A) train of thought analysis
1. At present, enterprises pay insufficient attention to employee training, and the training management system is not binding.
(ii) Overview of objectives
1. Staff training and development is one of the tasks that the company must carry out with a view to the long-term development strategy, and it is also one of the methods to cultivate staff loyalty and cohesion.
2. Through the training and development of employees, we will further strengthen their work skills, knowledge level, work efficiency and work quality, and enhance the competitiveness of enterprises.
(3) Specific implementation plan
1. Evaluate the overall quality of existing core employees, especially grass-roots managers, determine the overall quality of employees, and determine the aspects that need training in combination with job quality requirements and job responsibilities.
2. Key training contents: management knowledge, work communication, corporate culture, product knowledge, work skills, system training, new employee training, etc.
3. Explain the internal development channels to employees: internal professional title development, administrative level development (ordinary employees, supervisors, managers ...), personal salary development (level-based) and internal horizontal development (adjustment of departments and posts).
4. Describing employees' enterprise development prospects and career prospects, caring about employees' psychological needs and making appropriate career development plans according to employees' characteristics are effective ways to stabilize employees. When their psychological needs are met, their work enthusiasm and stability will be improved.
(4) Directly responsible person: performance training specialist.
Fourth, salary and benefits, employee relations.
1, salary and benefits
According to the company's industry, the salary scheme is evaluated and the salary standard suitable for the company is formulated. Welfare payment can take many forms.
2. Employee relations
The effectiveness of employee relations work is largely reflected in the stability of the workforce. Employee relations should include the relationship between enterprises and employees, superiors and subordinates, and employees and employees. Properly handling employee relations is not only an aspect of building a good social image of the company, but also an important pillar for enterprises to seek long-term development. The idea of 20xx is to take the form of discussion and return visit to guide employees to communicate with the company more, to narrow the distance between enterprises and employees, and to enhance employees' sense of belonging.
Directly responsible persons: personnel recruitment specialist, performance training specialist, logistics general affairs specialist and front desk administrative specialist.
The annual work plan 3 of the administrative personnel department summarizes the problems existing in the work of this department in 20xx. In order to improve the quality and efficiency of work in an all-round way and better carry out departmental work, in the work of 20xx, the department will take improving work efficiency as the goal, closely focus on administrative and personnel work, strengthen the quality internally, shape the image externally, and focus on the administrative and personnel work center, and pay close attention to the following aspects:
1. Centrally clean up the existing administrative management system, update and improve the relevant administrative management system according to the company's development needs, and lay a solid foundation for the company's standardized operation and management.
2. Establish a training system, strengthen the training of new employees (such as corporate culture training, rules and regulations training, safety production education training, pre-job training), collect and summarize feedback information on relevant training effects, and improve the training mechanism. In addition, strengthen the quality education and training of managers and the training of sales teams.
3, according to the actual situation of the company to carry out all kinds of corporate culture construction (making corporate culture image wall, carrying out all kinds of employee team building activities), to lay a solid cultural foundation for the company's sustained and healthy development.
4. Due to the increase of enterprise orders, the recruitment task of 20xx is very heavy, and the recruitment of employees of 20xx will be the focus of our department. Do a good job in the budget of recruitment expenses and the improvement of recruitment methods, pay attention to the details of recruitment work, and ensure the completion of recruitment plans.
5. Improve the salary structure system and performance appraisal system, establish an effective performance appraisal index system according to factors such as job responsibilities, guide all units to adjust and improve their performance appraisal schemes according to the evaluation index system, and promote the solid implementation of performance appraisal.
6. In order to introduce ERP system in 20xx, it is necessary to strengthen the operation and use training of relevant personnel to ensure the normal operation of ERP system and improve the work efficiency of the company.
7. Do the daily affairs of the administrative personnel department, such as annual inspection of vehicles, annual inspection of company licenses, social security settlement, etc. Further connect with relevant government departments, actively participate in relevant meetings of government departments, and implement meeting matters.
8. Do a good job in various human resources services, especially employee relations and employee welfare, enhance employee cohesion, sense of belonging and loyalty, reduce brain drain, and provide solid and sustainable valuable human resources for the company's development.
In short, in the work of 20xx, we should continue to strengthen the company's internal management, strengthen system construction, standardize business management, and lay a good foundation for the company's sustained, stable and healthy development. The administrative personnel department should not only do a good job in coordination, communication and service, but also do a good job in all aspects of administrative personnel.
Annual Work Plan of Administration and Personnel Department 4 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 for 20xx years according to the overall development plan and enterprise development direction of the company and the relevant information that can be collected in the past 20xx years.
Main work plans and objectives of personnel department in 20xx:
First, establish and improve personnel administrative management norms and management systems, employee manuals, etc.
Second, human resources recruitment and allocation.
Third, staff training and development.
Fourth, establish a truly people-oriented corporate culture.
5. Formulate the salary structure management that is competitive externally and fair internally.
Sixth, improve employee welfare and incentive mechanism.
Seven, the improvement and operation of the performance evaluation system.
Eight, personnel flow and labor relations.
IX. Daily work and logistics management of the company.
First, establish and improve the norms and management system of human resource management.
Time limit for completion of employee handbook: set aside a week from February 12 to February/20xx, and call the heads of all departments to study and discuss every afternoon 14: 00. 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 the staffing and flow direction of xx years. 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;
Employee recommendation:
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, training plans are made, 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 create together 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 identify with 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 a 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. Develop 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, the improvement and operation of the performance evaluation system
The fundamental purpose of performance appraisal is not to punish employees who have not completed their business 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 employees' 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 and1~ April in xx, efforts were made to communicate with all departments in depth and in detail, and to assist all departments in formulating performance appraisal schemes, and finally the overall performance appraisal system of Veyron Company was formed.
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. Employee: The first draft of employee handbook has been completed, and the employee team is being formed. It is planned to reorganize 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 implementation of the system
In the past, the company promulgated many hard rules, but some of them were mere formality, because the hard rules were not 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. 20xx shall be implemented to the letter in accordance with the annual management system and implementation system.
On the occasion of the annual work plan 5 of the Ministry of Administration and Personnel, I am deeply touched when I look back on the work of 20xx. At first, I thought the same as most people. Administration and personnel is a simple job. In the subsequent job transfer, I saw more professional skills and knowledge of colleagues and leaders, and suddenly realized that I was shallow-minded, but I didn't go deep into this post, and there were too many things to catch up with. This is also my work plan for 20xx.
In the first spring and autumn of xx, my work consisted of two parts: administration+personnel. In my opinion, it is also a year of frequent work handover. I joined the company in March and handed over administrative affairs with Wang Wendi and Tak-Chi Lee. At first, I felt that the affairs were scattered and complicated, and many things needed to be improved. I hope I can do something for xx after joining, and gradually sort out the mess, but the follow-up work is basically busy with basic affairs.
From June 5438 to 10, with the expansion of the department staff and the expansion of the team, thanks to the trust of the leaders, I adjusted my existing position to personnel assistant. I don't know much about this position. My previous experience is only based on simple recruitment and interview work. General manager Yue's planning for the department made me see my own shortcomings. I hope the follow-up work can make the Administration and Personnel Department into an indispensable functional department with a good reputation under the concerted efforts of everyone in Qi Xin.
I. Administrative and personnel systems, processes, procedures and forms:
In daily work, the administrative staff's systems, processes, procedures and forms are not unified and standardized, and some systems and forms are only made temporarily when they are encountered. In the future, the issuance and drafting of notices should be strictly in accordance with the unified format, which will bring a lot of inconvenience to the work of themselves and other departments and reduce the efficiency by half. In 20xx, with the cooperation of two amoeba teams of administrative staff, we hope to create a set of standardized processes and extend them to all departments for implementation.
Second, update personnel information in time.
In many cases, the information of employees' entry or departure is not grasped in time, which leads to the unsmooth signing of procedures and poor timeliness of procedures. Follow-up communication with department heads to keep abreast of personnel changes and update personnel information.
Third, the overall planning of the event.
I participated in the overall arrangement of many activities of the company within one year, but I didn't consider all the details from conception to implementation. I hope I can plan more creative activities under the leadership of Teacher Yue in the future.
Fourth, others.
Whether it is temporary affairs or basic copywriting, it needs to be more meticulous and rigorous in order to do all the work in an orderly way.
Verb (abbreviation of verb) 20xx annual plan
Study personnel knowledge hard, improve work skills and make work more professional. Be strict with yourself, know the demand information of all departments in time, listen more, ask more questions and communicate more, complete every job with the attitude of ensuring quality and quantity and ensuring efficiency, and give timely feedback when encountering problems that cannot be solved.
As the saying goes, "the difficulties in the world begin with ease, and the great things in the world begin with detail." As long as we work more carefully, communicate more and have a stronger sense of responsibility, I believe that the administration and personnel department will become stronger and stronger. The year of rooster in 20xx will be a soaring year. I will greet this brand-new year with a good attitude and contribute my strength to xx!