In order to constantly learn lessons and do a good job, our work summary needs to be written with heart. The following is my summary of human resources work. Welcome to reading. I hope it helps you.

Summary of Human Resources Work Since its establishment in June, 20xx, under the cordial care of headquarters leaders and the correct guidance of business departments, with the strong support of company leaders, the company has made great efforts to overcome various difficulties such as new personnel, less experience, heavy tasks and tight time, and made great efforts to adjust organizational structure and staffing, deploy production technical backbones, pay performance management, employee training, social security management and other aspects, and achieved necessary results.

The first part is a review of the key work in 20xx.

First, conscientiously implement policies, regulations and systems, and vigorously promote functional management.

(1) Establish a weekly meeting system to promote the effective completion of tasks. After the establishment of the department, the department has always insisted on holding a weekly work meeting, learning to convey the company's relevant meeting spirit and the work instructions of the superiors, discussing the main work of the department, checking and summarizing the implementation of last week's work, understanding and mastering the employees' thoughts and work performance, and making this week's work plan. The weekly meeting has played a very good role in the internal learning and training of the department and the effective implementation of all work. In the past six months, * * * has held more than 30 meetings for 30 minutes and published a weekly report of 10.

(2) learn rules and regulations systematically, and constantly improve the policy and business level. Organize all employees to systematically study human resource management manuals, human resource management system documents, job descriptions and other related system documents, so that everyone can further master the working principles, rules and regulations, business processes and other policies and systems of this position. Through the study, the professional level, work potential and work efficiency of the department staff have been significantly improved.

(3) Establish and improve rules and regulations and standardize management functions. The rules and regulations of the Company's personnel committee, such as the rules of procedure, training business process, leave management measures, and project allowance payment regulations, were revised to further promote the standardization of the company's decision-making on major personnel matters and personnel, salary, training and other related work.

Second, set up a device debugging organization to promote the preparation of the project.

(a) to solicit opinions and conceive a plan. According to the guidance of the Chemical Industry Headquarters on the organizational structure of He Hua Company, combined with the division of labor of leading members and the distribution of professional and technical personnel in He Hua Company, and on the basis of listening to the recommendation of the brother base units and soliciting the opinions of the basic technical personnel of the company, according to the idea of subsection responsibility, unified coordination and overall promotion, this paper puts forward some suggestions on establishing a transitional organization during the trial operation.

(2) After repeated discussions, the meeting decided. Taking the division of responsibilities of leaders as the main line, the draft of the trial operation organization was drawn up, revised and improved repeatedly under the guidance of the leaders in charge, and finally passed through the discussion of the company's personnel Committee meeting.

(3) Establishment of institutions and exertion of functions. According to the resolution of the personnel meeting, the project debugging organization is divided into four parts: production dispatching center, fertilizer department, public engineering department and electromechanical instrument department. After a period of operation, the functions of each module play smoothly. As the functional management department of debugging operation, the production dispatching center has carried out many effective debugging preparations, organizations and commands, such as debugging material plan, starting the boiler and coordinating the debugging of water system. As the direct operating units of the test run, the Ministry of Fertilizer, the Ministry of Public Works and the Department of Electromechanical Instrument have effectively carried out the work of team building, technical training, equipment installation and inspection, and normal shift work. The good start of the function of the debugging mechanism has laid a solid foundation for the smooth entry into the substantive debugging stage next year.

Three, to carry out recruitment work, accelerate the deployment of production technology backbone.

(a) a variety of channels to recruit talents. We mainly use advertising, online search, employee recommendation, field trips and other methods. , and screen candidates according to the post preparation requirements. At the same time, resume information collection, background investigation, two-way communication and understanding should be carried out seriously. , so as to achieve * * * interview.

(two) according to the rules, strict checks. We strictly abide by the public interview decision-making process and are responsible for the leadership's approval and employment of each finished talent. The interview working group is composed of personnel department, employer and company leaders, and the employment approval process must go through the employer leaders and the general manager of the company.

(three) the backbone in place, play a role. In 20xx, the company newly recruited 50 technical backbones, including 5 technical supervisors, 20 monitor candidates, 265,438+0 chief operators and 4 others. The newly hired production technical backbone generally shows the status of quick adaptation to the working environment, high work enthusiasm, strong sense of responsibility and good completion of work tasks. At present, the company's backbone recruitment has achieved the necessary results.

Fourth, seriously cooperate with the mass line activities and carefully organize the special democratic life meeting.

(1) Soliciting opinions and finding deficiencies. Cooperate with company leaders and solicit opinions and suggestions from different levels and aspects. The leaders of the company had a discussion with the Ministry of Chemical Fertilizer, the Ministry of Public Works, the Ministry of Mechanical and Electrical Instruments, the dispatching center and the Communist Youth League Committee, and collected 29 opinions and suggestions from 9 aspects.

(2) Analysis and inspection, material composition. In strict accordance with the requirements of the headquarters in terms of space, materials and format, we will conscientiously organize, collect and sort out the written materials for the analysis and inspection of the democratic life meeting of the team and members, and complete the compilation of all 60,000-word meeting materials. During this period, I seriously assisted the main party and government leaders of the company to draft the first draft of the speech materials of the team, repeatedly solicited the opinions of the team members, and revised them to form the final draft. The team's speech materials were fully affirmed by the headquarters leaders.

(3) The service was thoughtful and the meeting was a complete success. On June 65438+1October 1 1 day, the special democratic life meeting of the company's leading group was held as scheduled. Before the meeting, we carefully completed the meeting materials preparation, venue layout, personnel notification and other related work. Finish the secretarial work on time after the meeting, such as sorting out the leaders' speeches, publicizing and reporting the meeting, reporting the meeting status, and modifying the team's speech materials.

Five, conscientiously do a good job in the payment of employees' wages, and play a positive incentive role in wages.

(1) Grasp policies and improve methods. Organize salary management personnel to seriously study and master the rules and regulations related to salary management and the basic theoretical knowledge of computerization, so as to obviously improve the policy level and computerization potential of salary management personnel, and optimize and modify the salary table and calculation formula of salary items.

(2) Seize the time and earnestly perform their duties. Standing on the height of fulfilling the mission, the salary post staff should pay close attention to the date of salary payment agreed in the labor contract, conscientiously implement the basic work such as collecting information change tables, attendance reports and assessment results, and work overtime to carry out many complicated tasks such as data entry, process calculation and result review, and contact and coordinate the financial department, examination and approval leaders and banking institutions with heart.

(3) Timely payment of wages and effective incentives. Through unremitting efforts, the strong support of leaders at all levels and the close cooperation of relevant departments, the monthly salary of the company has always been paid on time and has never been in arrears for half a year. Paying close attention to this work has won unanimous praise from the leaders of the headquarters and the employees of the company, and it also fully reflects the company's great attention to the vital interests of employees.

Six, fine organization of labor statistics, and earnestly complete the labor cost budget.

According to the work arrangement of the chemical headquarters, we made a careful statistical analysis on the labor cost of salary, bonus, welfare, social security and other expenses in 20xx, visited the grass-roots units for investigation and soliciting opinions, and fully considered the special factors such as the number of new personnel, overtime allowance for project construction, overtime allowance for debugging work, and extra expenses for assisting unit personnel, and completed the company's labor cost budget for 20 14.

Seven, efforts to carry out performance appraisal work, employee performance has improved.

According to the company's performance appraisal management system, carry out the company's performance appraisal work with heart. Adhere to the monthly accounting and payment of employee benefit bonuses according to the performance appraisal results, adhere to the annual assessment of all employees and cadres, and take the assessment results as an important basis for employee promotion and salary adjustment. Performance appraisal has intentionally promoted the company's key work. Personality is a good state in which employees directly involved in project construction can overcome all kinds of difficulties and make the project construction continue to advance as planned.

Eight, comprehensive training work, improve the overall quality of all employees.

(1) Training is in full swing. We carefully co-ordinate training resources, improve the training system, formulate training plans, and take various forms such as internal training, out-of-town training, inviting lecturers for internal training, and technical exchanges to strive to improve the overall quality of all employees. Throughout the year, * * * held 52 company-level trainings, 7 outings/kloc-0, and 5 induction trainings for new employees, with a total training time of 424 17 hours.

(b) Various forms of training. A variety of education and training activities such as military training in boot camps, systematic education and training in factories, the signing of mentoring agreements, and class leader speech competitions were carried out. These activities have played a deliberate role in promoting the construction of corporate culture and improving the skills of employees.

Nine, pay special attention to the training of operators, and make full technical preparations for the trial run.

(1) Pay special attention to the training of workshops in the factory and comprehensively improve operational skills. We sent 1 12 people to factories in Hainan, Inner Mongolia, Hua Wei and other places, and arranged for them to take part in the practical study of production operation in gasification, synthesis, urea, water treatment, analysis, electricity, instrumentation and machine maintenance, and achieved the expected results. They have a comprehensive understanding of the basic knowledge such as production process principle, safety operation procedures and device structure characteristics.

(two) to carry out the necessary skills training, to ensure that the certificate according to law. According to the national laws and regulations on safety in production, in the seventh phase, a total of 3,652 person-times of safety skills and operation skills training were organized for pressure vessel operators, welding operators, synthetic ammonia operators and other special equipment and special types of work, and the evidence collection rate was 100%, which made full preparations for front-line post personnel to work with certificates according to law.

(three) to participate in the installation and debugging, and to master the process carefully. From the point of view of training and learning, we should pay attention to the participation of production operators in the "three inspections and four determinations" of project construction, so that employees can learn and master the basic technical skills such as equipment structure and process principle of the device, and lay a foundation for smooth entry into normal production operation in the future.

X. Overcome all kinds of difficulties, coordinate and communicate attentively, and timely complete the work of employee social security, provident fund payment and personal accident insurance.

(1) Properly handle medical insurance management under special circumstances. In view of the wide source of employees and complicated social security payment, the social security status of different types of employees is sorted out. For employees deployed in the system, social security fees can be paid in different places and enjoy relevant treatment as much as possible if local policies allow. Complete the handling of medical treatment for expatriates from Hainan base in different places; Establish the reimbursement process of medical insurance outpatient and hospitalization expenses for expatriates in Inner Mongolia base.

(2) Carefully complete employee social security management. The first is the annual audit of endowment insurance. Second, endowment insurance for new employees 127 person-times, 97 person-times paid back, and 28 person-times transferred endowment insurance. The third is the reimbursement of medical, maternity and work-related injury insurance for six people. Fourth, newly opened housing accumulation fund 128 person-times and paid back 130 person-times. The fifth is to handle 303 social security cards for employees and collect information for 144 people. Vi. 146 Employee Annual personal accident insurance.

The second part is the shortcomings in the work.

Looking back on the work in the past year, although necessary achievements have been made, there are still many shortcomings, mainly in the following aspects:

First, the business work potential of department employees needs to be improved. Lack of understanding of national laws and regulations on human resources, company management policies and systems, business processes and basic information of employees affects the improvement of work efficiency.

Second, the basic knowledge and skills of department employees need to be improved. At the operational level, there are some shortcomings in the writing potential of official documents, computer operation and logical thinking, which affect the quality and effect of work.

Third, the employees of the department don't know enough about the work of production and technical posts. We don't have enough in-depth investigation and research work, and we don't know enough about the working conditions, basic information of employees and work performance of the production line, which is not conducive to effectively carrying out post allocation, work motivation and other related human resources management work.

The third part 20xx key work arrangement

In 20xx, the Human Resources Department will focus on the construction and commissioning of the project, earnestly do a good job in key post allocation, staff technical training, assessment and incentive, salary and welfare and social security management, and make due contributions to the smooth completion and commissioning of the project.

First, fully complete the staffing of the company's production posts. It is planned to speed up the deployment of key production posts through open recruitment, base selection of chemical companies and internal selection of He Hua companies, and at the same time promote the selection of candidates for positions such as team leader, chief operating officer and field operators.

Second, steadily promote the operation of the three teams at the post level. According to the spirit of the work instructions of the chemical headquarters, we should earnestly build three teams of management, technology and operation, and give full play to the fair and incentive role of the company's salary system.

Third, effectively organize and implement the company's labor cost management. Strive to improve the level of salary management, efficiently complete salary distribution, report statistics, ledger establishment and other related work, and achieve the overall goal of the company's labor cost.

Fourth, strive to improve the performance appraisal of the company's cadres and employees. By decomposing the annual work objectives, strengthening the assessment, establishing a performance assessment system with work performance as the core and a target management system with responsibility system as the core, conducting monthly performance assessment with clear rewards and punishments, strictly managing the assessment, fully mobilizing the work intention and initiative of the company's employees, and promoting the smooth completion of the project construction target node and production task.

Five, pay close attention to the technical skills training for employees in production positions. Carefully supervise the implementation of the theoretical study and practical operation training plan for the personnel of the production unit, and earnestly strengthen the inspection of the training effect such as examination, assessment and evaluation, so as to ensure that the training work achieves the expected effect and that the personality of all employees is that new employees can operate independently during the trial operation.

Six, do a good job in employee social insurance and welfare benefits. Adhere to the "people-oriented" concept, conscientiously implement the welfare benefits of employees, and at the same time continuously strengthen the work of social endowment insurance, ensure that all expenses of endowment insurance are paid in full and on time, effectively protect the rights and interests of employees, and relieve their worries.

Summary of Human Resources Work II Since last month 12, I have been in Samsung Human Resources Department for one month. A month's work and study, adapting to the environment and changing my thinking ... are still busy, and they are also enriched because of their busyness. But because of their enrichment, the days often seem to pass in a hurry and they are too busy to think. However, when I suddenly look back, I find that this hasty month has really changed me to a considerable extent, or improved me. Perhaps it is too early to complete the transition from campus to workplace at this time, but there is no doubt that this month's exercise has made me more mature, more confident and more able to cope with problems in work and life with an enterprising attitude. ...

At the beginning of graduation, I was lucky to be able to come to the platform of Samsung. At present, many people advocate that college students should find jobs before choosing a job. I have always disapproved. I think this is just a helpless move. If there is an opportunity, choose a good job and make a good career plan before looking for a job. It's just that I spent a lot of time on self-reflection and the choice of life direction before graduation, so it's inevitable for me to be able to work in this major after graduation. However, although it is inevitable, the platform of Samsung Human Resources Department really surprised me. After making a good plan, it is a kind of luck for everyone to achieve this goal! Naturally, you can't live up to your luck.

I. Job description

A month's work feels tedious and busy, but in summary, there are only a few simple things to do:

First, the statistical analysis of job requirements. Regularly understand the vacancy situation of each branch, timely understand the personnel changes, regularly classify employees, and effectively use the post analysis table.

Second, find and contact urgently needed talents. Check and screen the resumes of job seekers every day, contact qualified candidates for interviews, and obtain the required talent information and get in touch through other channels.

Third, handle employee registration and employment procedures.

Fourth, update and improve the talent pool. Regularly grasp the information of talents with college education or above in the group company and its branches, register the information of visitors with college education or above at any time, and ensure the update of the internal and external talent pool.

……

Perhaps with the familiarity with my job, I will come into contact with more challenging jobs, such as staff training, activity organization, job fairs, recruitment announcements and so on. But for this month, the current working materials are enough for me to digest for some time. Practice makes perfect. After I have mastered all kinds of work, I may find that the seemingly challenging work on this day is actually just that.

My work focuses on recruitment. I follow the following procedures in the recruitment and entry of employees:

First, the preliminary work.

1, analyze job requirements;

2. Filing of key and emergency posts;

3. Find and contact the needed talents.

Second, the initial stage.

1, focusing on understanding and verifying the basic situation of candidates;

2. Register those who pass the initial test;

3. Open a letter of introduction to the post for a second interview.

Third, the post-retest stage.

1, marked on the registration form;

2, hand over to treat the next day or the designated time to come to training, hand over to treat the formalities, to open a physical examination letter of introduction for those who need it.

Fourth, the training stage.

1. Collect copies of ID cards and other necessary documents, physical examination reports, no criminal certificates, etc.

2. training;

3. Fill in the probation notice and ask the manager to sign it.

Fifth, the input processing stage.

1. Sign the contract and fill in the employee information registration form;

2, check the contract, registration form, medical report, no criminal certificate, no problem, issue a notice of court session.

Sixth, the registration stage.

1, registered by company respectively;

2. The contract and relevant certificates shall be filed separately;

3. College degree or above, freshmen report;

4, organize and save the notice of preliminary examination stub and letter of introduction.

Second, the problems existing in the work summary

At present, there are no major problems in the execution of tasks, the choice of working methods and the memory of working processes, but from small departments to the whole group company, further efforts are needed to adjust to the needs of work and integrate into the working environment. This process may take longer, because it is not only a simple problem of working methods and processes, but also restricted by many natural factors such as one's own ideas, thinking, experience, personality and psychology. Through the evaluation of self-observation and friends and colleagues around me this month, I summed up my weaknesses in the following aspects in my work:

1) is quite naive and immature. First of all, the attitude and method of doing things are immature. At school, we are surrounded by classmates and friends with similar age and knowledge structure, so there is no need to have too much scruples when communicating. However, after work, I have to deal with many types of people, from ordinary employees to senior leaders, from younger brothers and sisters to uncles and aunts, all kinds of personalities ... At first, I was caught off guard against this complicated and changeable interpersonal network and was walking on thin ice. Secondly, the concept of thinking is immature. There are many problems that we don't see thoroughly, don't think long enough, or think simple about complex problems before, so that sometimes there will be some mistakes and loopholes in our work. But the immature performance of these two points is ultimately due to the lack of social experience. Society is like that grindstone. Only when you sharpen it can you show a sharp edge!

2) Not confident enough. This is one of the shortcomings I summed up before looking for a job. Often I always put myself in the position of the edge corner and have some psychological' fear' about the anxiety of the central position, but it is undeniable that I have made great progress since I analyzed this weakness. However, self-confidence needs self-confidence, which comes from capital. It often takes some time or unusual experience to change a mental state. Maybe I still have some shortcomings in time or experience, but as long as I keep making progress in my mental state, I am not afraid of a low starting point or a long journey!

3) The potential of expression and communication needs to be improved. A few days ago, the manager also commented that I was "quick to do things and slow to speak", which was right. Not long ago, I read a book called "Dull Sensibility", which taught people to learn to be dull or slow in dealing with people and psychological reactions. Zeng Guofan also advocated that language should not be too agile and dexterous, and should spend more time and energy on thinking, which had a great influence on me. However, although I don't think human resources should be as eloquent as salesmen, I don't deny that language is too dull and it is also a disadvantage that affects work, at least in communication.

In addition, from the external environment, I also have such a problem: hanging overseas alone and not being sanctified. Since joining the recruitment office, I have not experienced the adaptation stage of the headquarters, and a lot of work needs to be explored. Most of the work belongs to the remote control type at headquarters. Although it does not affect the work, it is a restrictive factor to integrate into the environment.

Third, the idea of solving the problem

In view of the personal and environmental disadvantages summarized above, I will take the following adjustment countermeasures:

First of all, communicate with people more. Whether it is lack of experience, lack of self-confidence, or poor expression ability, the same reason is that there are few people in contact, few people in communication, and the social level is narrow. Therefore, in our future work and life, we should psychologically change our view of complex interpersonal communication, and don't take it as a negative burden. On the contrary, we should experience the pleasure of meeting people with various personalities from colorful interpersonal communication. Communicate with people more, participate in social activities more, think and summarize more, and treat everyone and everything with a learning attitude.

Second, continue to have a regular and progressive daily life after work. Keep exercising every day to ensure good health and physical strength. Only when you are in good health can you show your confident temperament from your appearance. Persist in continuous learning, supplement some knowledge and spiritual food every day, be satisfied with poetry and songs, naturally be eloquent about poetry and songs, be calm about history, and have no doubt about yourself.

Third, ask the leaders for advice. I believe that most leaders, especially older leaders, will never get tired of young subordinates often asking him some questions. On the contrary, they will be happy to teach half their experience to our young people. I am in the north office building, where there are many experienced leaders and colleagues such as Manager Lin. If I have any questions, I can always ask them. Of course, I will go to the south building every day, and many problems will not take up too much time. I will report my work while listening to the manager's guidance. At that time, the manager said to study at any time and ask if anyone was caught. The so-called threesome must have my teacher. I should learn and master this potential. No matter leaders or colleagues, or even everyone I know by the roadside, I will ask them if it is possible to answer my questions.

Fourth, visit all branches. The manager also supports not only studying in thousands of books, but also going to Wan Li Road. It is not enough to know things through Plato's so-called rational world. Only through the actual experience of the sensory world can we have a shocking understanding. Therefore, it is not enough to imagine the branch in your mind and infer the internal workflow. When people ask, even if you can hide, you are not confident, so you can go and see it every chance and communicate with the company's leading colleagues.

Four, a few personal views

The manager said that as soon as we arrived in an environment, we should study first, finish learning the traditional things there, and then put forward innovative opinions on it. I have learned a lot since I came to Samsung's human resources department for a month, but compared with my post, all the work is just a passing, and I haven't finished it yet, let alone learned it. It is not enough to put forward personal opinions, but compared with the theoretical knowledge I have learned before, I really found a lot of incomprehensible places, so I will list them roughly and ask the manager for advice.

First, the protagonist of the department staff. When I first came to the interview, the manager said that our human resources department is a talent training center and a place to train and train talents for the company, which determines the mobility of employees in this department. Most employees change jobs after one or two years, and then they are selected and trained from inside and outside. In this way, our department has become a transit station, and it will never be a strong and stable team, and it is not easy for the human resources department to grow up. So I think the human resources department should have an internal promotion mechanism, so that promotion is not just transfer. Of course, this promotion method can make it flexible, not limited to job promotion.

Second, treat highly educated job seekers. First of all, in the interview, there should be an interview process design specifically for individual positions, and they should not be allowed to join in the fun with all the recruiters in the office, or the handling method should not be too casual to show their respect and knowledge. Because the newly graduated college students are psychologically sensitive, they may not understand the gap between ideal and reality for a while; Then, in signing labor contracts, college graduates are very cautious about labor contracts, so they are too rigid, because the school emphasizes the issue of signing labor contracts in employment guidance. Some time ago, a graduate who applied for a power plant was afraid to sign a contract and left, so we should do some thinking on the labor contract.

The above is a summary of my work in the past month, as well as some ideas, and many immature places are expected to be criticized and guided by the manager. Generally speaking, this month is mainly about study and adaptation. The real work, or doing valuable work, lies in redoubling our efforts and making continuous progress in the future.

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