Human resources annual summary report 600 words

A 600-word human resources annual summary report

In the past XX years, our company’s performance has made long-term progress, and our company’s human resources department is also working in Under the leadership of the company's leaders, tremendous improvements in performance and management have been achieved. On this occasion of bidding farewell to the old and welcoming the new, it is necessary to review and summarize the work, achievements, experience and shortcomings of the past year, so as to promote strengths and avoid weaknesses, forge ahead, and strive to achieve greater success in the new year.

1. Overview of human resources work in XX

In XX, the company's human resources management and development will further improve the basic work of human resources; strengthen position and staffing, and human resources training. and development, human resources management informatization and human resources management system construction; constantly expand the human resources vision, grasp the human resources trends, absorb the latest domestic and foreign human resource management ideas and concepts, and carry out human resource management reform and innovation.

II. Basic situation of human resources

As of December 31, XX, the number of employees was 143, including 8 in the office, 5 in the finance department, 14 in the after-sales department, and 15 in the purchasing department. There are 40 people in the sales center, 20 people in the wholesale department, 3 people in the human resources department, 26 people in the storage and transportation department, and 12 people in the planning and transportation department. Among all the people, there are 3 general managers and deputy general managers, 1 financial manager, 1 office director, 8 department managers, and 4 department heads. There are 126 employees, of whom managers above the supervisor level account for the total number, and employees account for the total number.

3. Basically establish the company’s various institutional systems and form a relatively standardized human resources management system

According to the overall requirements of the management system, various management rules and regulations and employee reward and punishment systems have been completed and daily training and management regulations to make daily management work more institutionalized, standardized and operational. The improvement of employee handbooks and other systems has been included in the XX year work plan. In addition to improving the original human resources management system, in accordance with labor laws, labor policies and regulations, and combined with the actual situation of the company, details of rewards and punishments, assessments, changes and selections, vacations, labor relations, etc. are gradually improved to gradually improve the company's human resources management system. Basically establish the company's human resources management system, form a relatively standardized personnel management, and improve the company's human resources management and development level as a whole.

Fourth, through job analysis and setting, do a good job in determining positions and personnel

In order to cooperate with the company's operating performance and employee performance appraisal work, strengthen labor cost control, based on capable and efficient In principle, each department determines positions and personnel based on the company's main business. The specific situation is as follows:

(1) Positions and personnel are divided into two categories:

1. Business departments are based on performance and business

2. Non-business departments shall determine positions and personnel according to the tasks, workload and other indicators assigned by the company.

(2) According to the company's business characteristics, prepare job qualifications and job descriptions in sections on the basis of the existing set of personnel.

5. In order to adapt to the strategic and personal development needs of employees, vigorously strengthen training work

In order to continuously enhance the company's competitive strength, improve the quality and ability of employees, and meet the needs of the company and employees' personal development If necessary, the Human Resources Department has formulated relevant training management regulations and implemented daily training inspections. Corresponding work has been done in terms of training planning and coordination, but the company-wide thematic (knowledge popularization) training and the training of internal employees in each hotel team need to be strengthened.

1. Through careful organization, various training work should be done carefully.

2. The daily training work of each department has achieved remarkable results.

3. The Human Resources Department has strengthened employee education and training in accordance with the training plan.

4. It is important to quickly adapt new employees to work and complete the transformation from non-professionals to professionals through new employee training, which can save the company a lot of time and resource costs.

The Human Resources Department has formulated a new employee induction training plan based on the actual situation of the company. The specific content includes the company profile, rules and regulations, fire protection knowledge and service etiquette. Through training and learning, new employees can start to transform their consciousness and understand The attitudes and abilities required for modern work lay a good foundation for new employees to quickly adapt to the new work environment and master the knowledge and skills required for work as soon as possible.

6. Strict "enforcement" effectively rectified discipline violations

Management, rewards and punishments are important measures and means to maintain the system. Therefore, the Human Resources Department strictly implements various rules and regulations and employee codes to ensure that meritorious deeds will be rewarded and delinquencies will be punished. Everyone is equal before the system and safeguards the normal interests of the company's employees. The Human Resources Department takes a series of measures such as criticism and education, supervision and inspection, and fines to resolve employee violations. We also intensify inspections, strictly implement the company's various systems, and seriously deal with violations of company regulations. It further creates a good atmosphere in which compliance with the company's system is honorable and violation of the company's system is punished.

7. Efforts have been made to improve the comprehensive professional quality of the personnel of the human resources department and enhance work synergy.

With the rapid development of the service industry, especially the development of the company. We deeply realize that existing management knowledge and quality alone cannot keep up with the development of the company and society. Therefore, we humbly learn professional skills and practice, strengthen communication and exchanges with various departments, and better Adjusted my work mentality. In addition, I also use my spare time to conduct self-study and read widely.

8. Actively serve as a good advisor to the leadership and perform the job responsibilities to the best of their ability

In XX, in addition to the above work, the Human Resources Department actively performed the job responsibilities according to the actual situation , provide data and information to leaders, and better play the role of leadership staff.

1. Assist department managers to understand and grasp the spirit of the company's policies and implement them well.

2. Organize, draft, and review various manuscripts, and do a good job in text synthesis and word processing.

3. Assist leaders to coordinate differences of opinion and work conflicts between various departments, and propose corresponding solutions and alternatives.

4. According to the company’s monthly work instructions and leadership requirements, research and formulate various work plans and specific measures for the Human Resources Department for each period.

9. Do a good job in the basic and daily management of the human resources department, and complete various tasks assigned by the company leaders and various departments

1. Handle employee entry and resignation in accordance with regulations formalities.

2. Handle labor employment procedures for the company’s newly transferred and recruited employees, and be responsible for the signing and management of labor contracts for the company’s employees.

3. Complete the personnel file arrangement of company personnel.

Although the Human Resources Department has done a lot of work and achieved certain results, there is still a big gap between the company's requirements and the expectations of leaders and colleagues.

(1) The recruitment method of employees is single and supplies are not timely, resulting in staff shortages and making it difficult for various departments to carry out their work.

(2) Insufficient training

As the saying goes, "Nothing can be made without polishing it." No matter how potential employees are, they will not be able to play a big role if they do not receive good training. In 2007, although our office carried out several trainings, due to the lack of training content and insufficient training implementation, the training failed to achieve the expected results.

(3) The employee evaluation work is not in place

It fails to conduct a historical, thorough and detailed comprehensive evaluation and inspection of each employee, and fails to listen to the opinions of employees more extensively. , conduct comprehensive analysis.

(4) Employee affairs management is not in place

Employee affairs involve a wide range of aspects, including employees’ work and life.

(5) Insufficient archives management

Archives record the footprints of enterprise development. A good archive material can facilitate leaders to review and summarize, and learn from experiences and lessons.

However, as far as the Human Resources Department is concerned, it has only initially established employee personnel files, and has not been able to cover the overall files. It also lacks some picture, audio, and video files. This cannot but be said to be a major regret for the current file management of the Human Resources Department. . In response to the above-mentioned problems, our department will further reform methods, update concepts, strengthen measures, and seriously solve them.

Part 2 Human Resources Annual Summary Report 600 words

The year 20xx is a critical year for the construction of the xxx project to connect the past and the future. In order to ensure that the project is completed and put into production as scheduled, all employees of the company work together and devote themselves to the arduous and excellent project construction and operation preparation work. At the same time, 20xx is also a year with a relatively large gap in personnel demand, a year to focus on performance management to promote construction, a year to prepare for various human resources tasks during the operation period, and a year for employees to further integrate into the enterprise. Under the guidance of the company's leaders and with the active cooperation of various departments, we focused on project construction, took the initiative, and basically completed various tasks in four aspects: personnel recruitment, performance management, human resource preparation during the operation period, and corporate culture construction. .

1. Recruitment and allocation of personnel

The recruitment pressure in 20xx is relatively high. We carry out our work in depth and meticulously, make full use of various resources and the company's own advantages, and successfully complete the annual recruitment tasks. ***28 people were recruited throughout the year, and 27 of the company's current employees were recruited this year. Among them, 24 employees have a college degree or above, accounting for 86 of the number of new employees recruited.

This year’s recruitment work has the following four characteristics:

1. Diversified forms. According to the characteristics of personnel needs, recruitment work is carried out through various methods such as online recruitment, talent market recruitment, peer recommendation, and employee recommendation.

2. Quality tends to be optimized. During the recruitment work, when recruiting an employee, an average of more than 30 resumes are viewed, and nearly a thousand resumes are viewed by ***; for each position, the average number of interviewers is more than 5, and more than 200 candidates are interviewed. For an infrastructure unit like ours, new employees can maintain a basically stable state.

3. Cost minimization. On the premise of ensuring recruitment quality, we strictly control recruitment costs and optimize the allocation of recruitment resources. In addition to paying the recruitment fee of the entrusted talent consulting company, other personnel recruitment costs are close to zero.

4. Humanized service. In order to ensure the smooth progress of project construction, we fully communicate recruitment needs with the employing department before recruitment; fully respect the opinions of the employing department during recruitment, and even bring candidates for key positions to the company and send candidates to the construction site for on-site understanding. ; After recruitment, coordinate the onboarding of new employees with relevant departments to make adequate preparations for new employees to enter a warm family.

2. Performance Management

In order to achieve the goal of focusing on performance management and promoting project construction, we adopt regular assessment as the main method, supplemented by multiple incentives and optimization, to promote the performance of employees and work teams. Performance continues to improve.

The essence of regular assessment in operation is the "three links", that is, the regular assessment is linked to formal employment, the quarterly assessment is linked to quarterly performance salary, job promotion, and the annual assessment is linked to year-end bonus, job promotion, and personnel turnover. hook up. Through the implementation of the "Three Links", 5 people received excellent level awards throughout the year; at the same time, 2 people were dismissed by voluntary resignation because they could not adapt to the needs of the job.

Diversified incentive optimization methods are reflected in:

1. On the basis of assessment, reward methods such as preparatory subsidies are used to motivate employees to continuously improve their business quality and enhance their work initiative and sense of responsibility. .

2. Based on employee conditions and project needs, employee positions were adjusted in a timely manner. 16 positions were adjusted throughout the year, accounting for 21 of the total number of employees.

3. Salary increase or decrease. Five people received more than one salary promotion or job promotion throughout the year. 7% of employees.

3. Operational preparations

In order to achieve the short-term goal of completing and putting xxx into production, we are actively preparing for human resources work and mainly promoting the following three aspects:

1. Human resource reserves. Through various channels, we have reserved nearly 10 management talents such as administrative management and production management, and nearly 20 front-line professional talents in various types of work.

2. Organizational structure design and staffing plan. On the basis of multi-party communication, the company's organizational structure was initially designed to be 7 departments with 51 positions, and the initial number of personnel was 158. The company's organizational structure design and staffing planning work have entered the integration and adjustment stage.

3. Fixed staffing, fixed positions and fixed salary. In order to realize the marketization of salary levels for each position during the operating period, we have determined the positions and their basic responsibilities, and through hard work, collected all aspects of information to basically form the salary level data for each position and systematized it to provide the company with labor costs. Controls and Compensation Incentives provides valuable reference material.

IV. Corporate Culture

Corporate culture construction focuses on establishing the “Five Cultures”, namely gratitude culture, humanistic culture, communication culture, learning culture, and integrity culture.

1. Gratitude culture uses the cultural heritage of "doing business with love and being a person with a grateful heart" to shape the company's external public image, improve the quality of employees, and enhance team cohesion.

2. Humanistic culture uses the guiding ideology of "humanistic management, emotional management" to break the past profit-oriented management mechanism and introduce a new human resources management concept with zero incentive art. Must visit employees who are injured or sick, must visit if they have personal difficulties, must visit if they have major setbacks in their thinking.

3. The communication culture is guided by the flexible culture of "communication without limits, coordination of intimacy", adheres to barrier-free and three-dimensional communication methods of work communication and ideological communication, horizontal communication and vertical communication, and maintains communication channels smooth. There was no single labor dispute throughout the year.

4. The learning culture takes "inspection study and intensive training" as the basic means, and organizes employees to go to Guangzhou, Zhanjiang, Maoming, Huizhou and other places for visits and inspections to learn about the production, operation and management of the same industry. The advanced experience, totaling 12 batches, has broadened the horizons of employees and better promoted the development of xxx project construction.

5. Integrity culture is based on the basic theory of "integrity in politics, diligence and thrift in administration", in-depth publicity of anti-corruption and integrity through party organization life and other methods, and cooperates with the group company in various investigations. At the same time, annual work tasks in advanced education and grassroots party organization building were also successfully completed.

Part 3 Human Resources Annual Summary Report 600 words

Looking back on 20XX, under the care and guidance of the company leaders, various tasks were successfully completed. The focus in 20XX is to do a good job in the basic work of human resources management, mainly including: improving the company's human resources system construction; recruitment and employment of new employees; performance appraisal work; employee entry and exit procedures, labor relations maintenance and management; social insurance And daily routine work such as housing provident fund payment and employee salary accounting.

1. Summary of work in 20XX:

(1) Human resource planning and management

Based on the strategic goals of the enterprise and the specific internal environment, the 20XX Forecast human resources needs and prepare the headquarters organizational chart, fixed positions, and salary plans. Initial review of each project company's organizational structure, job assignments, and salary plans.

(2) Basic situation of human resources

As of December 20XX, the company headquarters had a total of 24 people. Among them: 4 people in the General Manager Office; 6 people in the Enterprise Management Department; 3 people in the Finance Department; 3 people in the Engineering and Technology Department; and 8 people in the Administration and Culture Department.

(3) Recruitment and employment work

1. The online recruitment channel adopted in 20XX is to collect personnel information, discover talents, and establish a human resources database. Online recruitment channels include: xx website, xx talent network.

2. Strictly follow the company's "Recruitment and Allocation Management System", fill in the "Personnel Recruitment Plan" at the beginning of each month according to the personnel demand plan of each department, and carry out recruitment work after approval by the executive factory.

3. In 20XX, there were 25 new employees at the company headquarters (including XX joint venture company and expatriate financial managers), and 13 employees were recruited through the Internet.

(4) Training Management

In order to do a good job in the company's training work, promote the establishment and implementation of the company's training system, and meet the needs of the company and employees' personal development, the company issued the " Training and Development Management Measures. Make corresponding arrangements for training plans and requirements, as well as the establishment of training systems. However, each department did not submit a training demand plan, so the company did not issue a clear training plan for 20XX.

The training carried out in 20XX includes: the Finance Department participated in the "Continuing Education for Accounting Practice" training organized by the Chengdu Ministry of Finance. For this training, in accordance with the training management methods, employees must first submit an application for overseas training, and participate in the training after approval from the leader. After the training, employees submit a training summary.

(5) Performance Management

In order to fully mobilize the enthusiasm of employees, carry out fair work competition, promote work and improve efficiency, the company launched a new "Performance Appraisal" in May 20XX "Supplementary Management Measures", the assessment method is based on the "monthly key work plan" of the employee's department.

Supervise all departments and project companies to submit the "Monthly Plan Assessment Form" every month, collect it and submit it to the President's Office. After approval by the President's Office, the assessment opinions will be summarized and distributed to all departments and project companies for implementation.

In view of the problems existing in the performance appraisal process, the performance appraisal system will be gradually improved. In December, the "Evaluation Form" for performance appraisal of each position was revised. The second-level assessment method is tentatively scheduled to be implemented in January 20XX.

(6) Salary and welfare

Salary, welfare, social insurance, labor relations and other work are daily tasks of human resources. Earnestly completed the following tasks:

1. Prepare monthly salary schedule accurately and timely;

2. Declare social insurance and provident fund for employees within the specified time every month and other related procedures, *** handled the procedures for the addition, transfer, and renewal of pension, medical, unemployment, work-related injury, and maternity insurance for 21 employees;

3. Fill in and summarize on time every quarter , Submit the "Human Resources Statistical Report";

(7) Labor Relations

1. Do a good job in employee file management, so that employee files are in one file for each person, and personnel files are one file for each person. files, and update them in a timely manner;

2. Handle the company’s employees’ entry, regularization, promotion, salary increase, transfer, resignation and other related procedures;

3. Do a good job for the company’s employees Handle relevant procedures for signing the Labor Contract.

2. In the work in 20XX, we have achieved certain results, but there are still many shortcomings that need improvement:

(1) In terms of recruitment and selection of new employees, It is also necessary to strengthen the study of relevant interview skills to improve interview efficiency and reduce employment risks.

(2) Do a good job in onboarding training for new employees so that they can quickly integrate into the company atmosphere, become familiar with the company's work processes, and identify with the company's corporate culture.

(3) Doing a good job in human resource management and reserve is an important task for an enterprise. In the future, we should explore talents through multiple channels and aspects. We must have both professional and comprehensive talent reserves, as well as There must be a reserve of management talents. According to the company's manpower needs, suitable talents will be filled into the right positions in a timely manner to contribute to the development of the company.

(4) The ability to pioneer and innovate is not strong enough. In the future work, we will strive to complete our own work well while constantly adjusting our work ideas and improving working methods, taking a longer-term view, thinking more broadly, being proactive, open-minded and innovative.

3. Work objectives in 20XX:

(1) Improve the performance indicators for each position assessment and establish a secondary performance assessment system. Improve the use of performance results and performance improvement mechanisms.

(2) Conduct a functional analysis of each functional position and position in the company, and improve the job description in a timely manner.

(3) Strengthen the training of employees’ job knowledge, skills, quality and execution ability, the training of management concepts and management methods, and increase the intensity of internal talent development.

(4) Ensure the timeliness and accuracy of social security and provident fund declaration and suspension.

(5) Ensure the timely updating of basic personnel information such as personnel entry, exit, and transfer, and keep the information timely and effective.

(6) Strengthen the management, training, and communication of personnel specialists of each project company to ensure the high quality and efficiency of personnel work.

In the new year, I will strictly follow the instructions of the company leaders, on the basis of doing daily work, keep up with the company's development, and strive to learn professional knowledge to improve professional skills and improve professional quality. . We will actively implement the corporate philosophy of "integrity, cooperation, innovation and development" and strengthen active learning and innovative ideas and methods. I firmly believe that with the joint efforts of the company's leaders and all employees, our tomorrow will be better.

Part 4 Human Resources Annual Summary Report 600 words

Time flies by, and in the blink of an eye, 20xx is coming to an end. Under the leadership and support of the company, and with the help of my colleagues, I am dedicated to my job, dedicated to my duties, pragmatic in style, firm in thought, and have successfully completed my own work and other tasks assigned by the leadership. During this period, my work ability has also been greatly improved, but this is not only my personal contribution, but also the opportunities and work support given to me by the company leaders. I have grown very well in this short year. Now summarize the work of the past year:

1. Standardize the entry and exit procedures for employees

In the first half of the year, I was responsible for handling the entry and exit procedures for all personnel and the sorting, archiving and filing of employee files. Check the work. In this half year of file management, I know the importance of file management. If a new employee fails to submit a resignation certificate from the previous company, the company may be at employment risk. In file management, important contents, such as employee performance appraisal evaluations, reward and punishment documents, etc., are promptly included in personal files to provide a basis for future personnel selection, rewards and punishments, or labor dispute settlement.

2. In terms of labor relations

Compared with 20xx, the company's entry and turnover rates have declined, the number of people renewing contracts has also gradually decreased, and the company's personnel changes have gradually become more stable. to stability. Gradually standardize and rigorous the work to avoid the occurrence of labor disputes to the greatest extent. Through the improvement of my own business level, I am now able to consider problems from the perspective of the company's interests and try to propose solutions. For example, at the beginning of this year, past files were reorganized, classified and saved, and employment procedures with loopholes for individual personnel were discussed and rectified. On the one hand, this can avoid the company's employment risks, and on the other hand, it also protects the rights and interests of employees.

3. Collection and production of monthly attendance report data

Export the attendance records of colleagues on the 7th floor every month and send them to the personnel responsible for attendance in each department. Make an attendance sheet for the department. Collect attendance sheets and overtime approval sheets from each department, compile them into electronic boards and documents, and store them in cabinets.

IV. Salary

Collect performance appraisals and performance reports of each department every month, make separate reports for each department based on performance tables, employee performance appraisals, and monthly attendance, and then summarize them Submit the total salary statement to the manager for review and finally send it to the finance department for verification. Salary information is bound and stored in a cabinet. When I first came into contact with payroll, I was in a mess. I often made up for this and forgot about that. I was in a hurry and full of mistakes. In the next few months, I found many mistakes in the process of doing payroll, but I also found a trick. Under the careful guidance of the manager, I corrected the mistakes little by little, slowly accumulated experience and lessons, and tried to avoid mistakes.

5. Cultural and sports activities

Regarding the construction of corporate culture, we assisted the department in organizing employee birthday events and the "Red Tour" event in Changsha, Hunan, and established a corporate culture window. Although there were many mistakes and insufficient consideration during the assistance process, with the help of colleagues in the department, various activities were successfully completed. After the event, many colleagues expressed great satisfaction and recognized the work of our department, which greatly enhanced my confidence. Through these cultural and sports planning work, I deeply feel that as a member of the Human Resources Department, my work performance is directly related to the performance of the entire department, and my sense of responsibility is also constantly increasing. In future work, I hope that this sense of responsibility and confidence will encourage I work better and serve the company and my colleagues better.

Through the above-mentioned work, it will be of great help to my future study in the field of human resources, and I have also accumulated a lot of valuable experience. I have a deeper understanding of the operation, positioning and management of our department throughout the company. Regarding the above points, I deeply understand the importance of our human resources department, which also makes me full of confidence in my work. During one year of work, I also have a certain understanding of the company. Here are two personal suggestions:

(1) Corporate culture construction. The unique corporate culture of an enterprise is the source of its centripetal force. We need to continue to work hard to build the company's corporate culture.

1. We hope to create a humane management atmosphere based on the company's situation, and create a friendly and enthusiastic atmosphere among colleagues to form a fair and progressive corporate spirit.

2. Create a product image of superior quality and create material culture.

3. Incentive mechanism. The primary task of corporate culture management is to mobilize people's enthusiasm, and incentive mechanisms should be implemented. We must properly manage culture through cultural means and persist in using culture to guide and cultivate people.

(2) Training. In-house training, through layered and targeted training, company employees have an understanding of quality system documents, which improves employees' quality awareness and capabilities and achieves certain results. However, the overall effect has not been as expected and can meet the requirements of being used freely in daily production and operation management. External training can broaden employees' horizons. We should not just limit ourselves to the knowledge gained at work. We must improve the overall quality of employees.

Part 5 Human Resources Annual Summary Report, 600 words

____ was a year of rapid development for Sanli Hotel. Under the correct guidance of the company’s leaders, this department, under the guidance of all employees With the joint efforts of all the colleagues, we study hard, work actively, and work together to complete the tasks assigned by our superiors and company leaders. Although this department has not been established for a long time, in this year's work, it ensures the standardization and efficiency of various personnel management tasks through attendance management, entry and exit management, personnel information file filing, etc.

According to the department’s work arrangements, a lot of basic work was done in __ from employee recruitment to labor relations. Make the work of the Human Resources Department further mature. But at the same time, there is still a lot of work that has not been carried out or is not very complete. For this reason, at the beginning of XX, we will re-examine the completed work and summarize the experience and deficiencies in order to carry out better work in the future.

1. Recruitment work

In __, with the development of the company, there was a greater demand for positions in various departments, and Morris Hotel had to reserve talents and other reasons. The demand for talents is large and relatively urgent, so the human resources department invests more time and energy in personnel recruitment. Starting from October, recruitment will be carried out through various channels such as online recruitment, on-site recruitment, campus recruitment and internal staff introduction. From October 1, the total number of people in the hotel was 120, until December 31, XX, the total number of people in the hotel increased to 157, with a total of 62 employees, 5 people transferred to other departments of the group, and 20 people resigned.

During this period, *** received more than 400 application resumes, phone calls, information, etc., and came to the company for interviews with more than 60 people; traveled to Zhangqiu, Yantai, Heze, Weifang, Hefei and other places, *** 8 colleges and universities conducted campus recruitment activities, and communicated with more than 10 colleges and universities by phone to pave the way for the recruitment work in __.

2. Training work

In October __, our department participated in the skills training and evaluation organized by Sanli Hotel, and finally completed the assessment successfully; from November 10, __ Since the beginning, I have mainly assisted the Human Resources Department in the preparatory period of Morris Hotel in training. During this period, the interns assisted the company in completing various tasks. They also performed well at the Christmas Eve party and received consistent praise from company leaders and colleagues.

3. Daily management

Responsible for the daily management of the company, including hotel personnel information statistics, assisting in applying for employee health certificates, employee entry and exit procedures, reporting hotel personnel dynamics, training records, and attendance Manage and coordinate various management tasks such as the handover of various tasks between the group company and the hotel; formulate 5 various management documents and systems for the hotel human resources department, including 2 company filings; revise and formulate 8 various management forms, 2 company filings types; 3 departmental processing notices; design and produce recruitment posters and recruitment brochures; participate in assisting hotel large-scale wedding banquet services; assist hotel employees in daily routine work; handle company benefits and various hotel applications, etc.

During the work, he participated in assisting sw design company to complete a number of design tasks for the Morris Hotel, and introduced a large number of hotel professionals to the company during the hotel preparation period, paving the way for the opening of the Morris Hotel.

Human resources management has a long way to go. In the new year, the daily specific work of all aspects of human resources must be detailed, done well, and done well, and the professional level and strategic height must be continuously improved, thereby promoting the realization of the strategic goals of human resources.