Summary of human resources work

The busy and substantial work has come to an end. This is precious working time and we have gained a lot. Let's sum it up and write it down in the work summary. How to write a work summary to give full play to its role? The following is a summary of human resources work I collected for you (6 selected articles), hoping to help you.

Summary of Human Resources Work 1 This year is a crucial year for me to engage in human resources work, because in this year, I have re-recognized the position of human resources, and after a year of tempering, I think I am thoroughly remoulded!

I had just recovered from giving birth and was ready to re-enter the workplace. I didn't expect a good job in such a far place. I submitted my resume and came to our company as the front desk. After I came, I found that the front desk of our company still shoulders the task of human resources, that is, I want to be a company employee, taking into account the people and things of the front desk and the whole company. This is a bit of a challenge for me. I used to be a receptionist, and I didn't think I could manage many people. But because of environmental reasons, I began to re-understand human resources.

It took me two months to get on the right track from the initial strangeness. During this period, with the help of leaders and colleagues, I gradually mastered the abilities needed by human resources, and recruited two or three employees myself, which made me transfer from the front desk to human resources. In March, at the request of the company, I went to the talent market for an on-site recruitment activity. My colleagues and I met many graduates looking for jobs at the scene. I began to think about how to let those outstanding graduates join our company and create value for our company. In this kind of thinking and humble action, I gradually mastered the method of recruiting outstanding talents, and more and more employees came to work in the company through my recruitment interview.

April, May and June, that was a few months after I became a full-time employee of the company. Because I officially became a human resources employee, I am more looking forward to my future growth in my work. If I don't understand anything, I will ask my leaders or colleagues, and I will also buy books on human resources to start in-depth study. I also began to understand all aspects of taking the human resources qualification certificate. Go home at night to prepare for the human resources teacher exam. I am ready to get a certificate, so that I can have a qualification certificate for my good job and let others trust me as a human resources teacher!

In the second half of the year, just in time for the graduates to formally graduate. Our company not only conducted many on-site recruitment activities in the talent market, but also conducted many recruitment activities in colleges and universities. In this large-scale recruitment again and again, I realized the importance of the human resources department, and realized that as human resources, it can be said that it is the soul gatekeeper of the company's employment, and it also makes me take my work more seriously.

This year is coming, and so is next year. My wish at work is to pass the first pass of the qualification certificate of human resources department, recruit more outstanding talents for the company and provide more convenience for all employees of the company.

Summary of Human Resources Work 2 Through one year's work, with the in-depth understanding of the company's situation and my own growth, I made the following plans for the work of the Human Resources Department in 20xx:

I. System construction

Strive to complete the preparation of the qualification system of each department before March, including: job description (job responsibility system) and job requirements. The post qualification system is the basic data of recruitment, assessment and salary setting in human resources department, which is very critical. If this system can't be copied from other enterprises, we must communicate with the heads of various departments and formulate a qualification system that conforms to the actual situation of the company and can be used continuously.

Second, in terms of recruitment.

At the beginning of the year, the company's personnel quota was established, and the overstaffed department personnel were cleaned up to reduce staff and increase efficiency. After the completion of this work, the personnel department will control all departments in strict accordance with the departmental establishment and salary budget. At the same time, make good use of various recruitment channels to ensure the company's demand for talents.

Third, training.

1) In order to cooperate with the development of performance management, it is planned to train employees above the director level in June or February of 20xx. To sum up the reasons for the poor performance appraisal in 20xx, the managers of most departments in the company don't understand performance management. Without their cooperation, the appraisal is empty talk. At present, the teaching plan is being compiled and will be reported to teacher Lin years ago.

2) Make an annual survey on the training willingness of middle managers years ago, arrange the trainees according to the needs of managers and the actual situation of the company, and make clear the training purpose of the trainees before training. The personnel department pays attention to the application degree of training content, and effectively combines training with assessment, so that the training can really achieve results.

3) After attending the training course, the company's trainers must come up with training and teaching plans and schemes within 3 days, and conduct internal training for different personnel in different courses to ensure the improvement of the company's comprehensive level. The personnel department is responsible for investigating the training feedback and truthfully giving it back.

4) We can organize middle-level companies to participate in some outdoor development training in 20xx to exercise and strengthen the team consciousness of middle-level companies through outdoor activities.

5) The company can establish an employee echelon by sending employees to participate in training. When the department manager goes out for training, he appoints an assistant to handle daily affairs, which can not only exercise the ability of employees, but also improve their enthusiasm and gradually reserve talents for the development of the company.

It is precisely because of this that I feel my own shortcomings, and I am constantly learning and following the progress of the company.

Summary of human resources work 3 will cross an annual hurdle in a blink of an eye. Under the correct leadership of the competent department of XX and the leaders of the company, while further improving the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly expand the vision of human resources and grasp the dynamics of human resources. In order to sum up experience, continue to carry forward achievements and overcome existing shortcomings, we will briefly review and summarize the human resource management work in 20xx as follows.

I. Organizational system construction

Actively implement the original human resource management system, partially revise the relevant employee management system according to the implementation of the new labor law, organize relevant personnel of various departments and workshops to carry out training, and do a good job in implementing the newly revised documents. Standardize the personnel files of all departments and establish electronic files, strictly review the files of all employees and fill in all incomplete information. Do a good job in signing and dissolving the labor contracts of new employees and former employees, and do a good job in sorting and filing, so as to be well documented.

From employees' entry to job changes, from performance appraisal to criticism and punishment, from daily appraisal to resignation, the enterprise management department follows the procedures in the document and adopts the principle of "not people-oriented" to provide personalized services for employees as much as possible, hoping to achieve the legitimacy and seriousness of all work, so that employees can feel the company's "people-oriented" care and serious atmosphere of the system through activities related to their vital interests everywhere and everything.

Second, human resource management.

According to the personnel requirements of various departments, under the premise of ensuring that the staffing establishment is completely controlled within the standard establishment, the enterprise management department has done a good job in personnel recruitment this year through internal recruitment and external recruitment. By the end of 65438+February, the company had 205 employees, 2 company leaders, middle managers 14, administrators 17, and 65437 production employees. The company has 78 disabled employees, accounting for 37.9% of the total number of employees. In 2009, we completed the internal and external recruitment of 18, * * * recruited 3 1 person, and rationally allocated internal human resources. For various reasons, according to statistics, 28 people resigned from the factory in 20xx. So far, 202 of the company's 205 employees have signed fixed-term labor contracts, 1 signed temporary labor contracts, and 2 have not signed labor contracts.

Summary of human resources work. Conscientiously implement the "people-oriented" employment concept, based on the idea of steady and sustainable development, and carry out a series of solid and effective work, in order to sum up experience, carry forward achievements, find out the gap and fight again. Looking back on the work in the past year, according to the work objectives set at the beginning of the year, we have mainly done the following work:

First, in order to meet the needs of hospital development, talent introduction and echelon construction have been strengthened.

Adhere to the people-oriented concept of employing people and do a good job in introducing and inspecting talents. As a medical industry, every position needs staff with strong specialty and relatively stable skills. According to the situation of the hospital, more than 70 professional technicians and 40 other auxiliary personnel were introduced in 20xx, including chief physician 1 person, postdoctoral doctor 1 person, 7 deputy chief physicians, 7 attending physicians and 65,438+graduates from clinical medical colleges.

Second, establish rules and regulations to regulate employee behavior.

Since the beginning of this year, according to the needs of hospital culture construction, some hospital staff handbooks have been drafted and issued to standardize hospital system management, involving 32 items, and making clear provisions on financial management, human resource management, administrative management and medical care management. Taking this as a breakthrough, we should focus on the following three points: first, standardize the basic requirements of work, strictly punish and discipline, and let hospital employees know that there are rules to do things, and they can't violate the rules-what can and can't be done; What to say, what not to say and how to say it; Second, there must be working procedures for doing anything and performing tasks, and the regulations must not be chaotic. Third, we should strengthen the pre-hospital education for new employees and urge them to strengthen their study according to the requirements of knowing how to meet them.

In order to improve the professional title level of employees, the Human Resources Department actively contacted Linyi Personnel Bureau, Linyi Health Bureau, Luo Zhuang Personnel Bureau, Luo Zhuang Health Bureau and other departments to organize qualified employees in the hospital to sign up for the evaluation exam. In 20xx years, more than 0 people have been admitted as practicing doctors and assistant practicing doctors 10, 5 nurses, more than 20 nurses, more than 40 registered nurses with primary qualification certificates, and registered doctors' qualification certificates for clinical medical personnel.

In order to cooperate with the evaluation and employment of professional titles, and urge staff at all levels to do a good job in continuing medical education and study, they signed up for various compulsory courses organized by Linyi Personnel Bureau and Health Bureau.

Summary of human resources work 5 I. Key tasks:

1, evaluation work

According to the work plan, the evaluation work was basically completed in the first half of the year. First, after the assessment mechanism was completely established, the relatively subjective assessment meeting form was adjusted, the self-assessment and mutual assessment were cancelled, and the objective assessment was the main one. Complete the fifth assessment briefing, summarize and analyze the monthly assessment results, put forward rectification opinions on existing problems, report them to the dean and feed back to all departments in the hospital. Talk with department directors and head nurses with more problems to help analyze and solve problems in management and continuously improve the management quality of departments. Complete the work promotion table of the college-level leadership task list assigned by the dean, initially draw up the assessment plan for middle-level cadres, and implement it after discussion. Complete the assessment of the directors of the three internal departments and report the results to the hospital leaders.

2. Manpower deployment

According to the needs of work, I began to take over the human resources management at the end of April. In the past two months' work, I first listened carefully to the opinions of clinical departments, formulated the Administrative Measures for the Examination of Newly Recruited Personnel in XX Hospital, adjusted the examination procedures and contents of newly recruited personnel, and strictly examined newly recruited personnel, ensuring the first level of introducing qualified personnel into the hospital. Through the examination, four unqualified nurses were found, two of whom terminated the probation period in time, and the other two nurses warned that if they were still unqualified after the expiration of the contract, the labor contract would not be renewed. Secondly, the "Interim Provisions on Probation Period and Probation Period for Newly Employed Personnel" was formulated. In view of the fact that the probationary period of new graduates is too short to comprehensively assess their comprehensive quality and ability, it is adjusted to follow the one-year probationary period system of public institutions to achieve the purpose of comprehensive assessment.

Second, the daily work:

Organized four large-scale recruitment examinations, participated in nearly 100 candidates and signed 43 employment agreements. In the first half of the year, 27 medical technicians and 29 nursing staff were recruited, covering women and children inside and outside the hospital and in various medical departments. 36 people have completed the qualification examination for the declaration of senior professional titles, and 12 people have completed the verification of daily work such as signing labor contracts.

Third, the existing problems:

Due to the relaxation of assessment after the creation of new posts, the assessment of individual departments has been relaxed.

Communication between functional departments is not smooth, guidance is not in place, and problems cannot be effectively solved.

Fourth, the main work in the second half of the year

1. In view of the shortcomings, strengthen the assessment, spot check the assessment records of departments, strengthen the positive incentive effect of assessment, collect suggestions from departments on the working methods of functional departments, and promote the assessment work through good communication.

2. Pre-job training and probation period and probation period assessment for new employees.

3. Prepare human resources data to be extended to dimethyl.

4. Three-year employment period of the title of the whole hospital

5. Discuss and implement the appraisal scheme for middle-level cadres.

6. The staff employed by the whole hospital will renew the labor contract with no fixed term at the end of the year.

Summary of human resources work 6 Time is fleeting, and the days accumulate over time. I have been working in a hotel for almost half a year. In fact, I'm really happy to work in the human resources department of our hotel this year. This year has reached the end of the year, and my work in the hotel this year should come to an end. I am very happy to work on this platform. Although I have only been here for half a year, I feel that I have also played my role in this position and carried out every work seriously. Although I didn't achieve great and proud results, I didn't live up to the expectations of every leader, earnestly completed every task and cherished every opportunity to improve myself.

First, ideological progress.

This year, I just entered our hotel industry. Although I have been engaged in human resources for almost three years, this is my first time to enter the hotel industry. I didn't know much about this industry at first, but later I was able to make an accurate decision through my own slow exploration and study. In fact, this is a learning mentality. Everyone should put themselves on the horizontal line when starting over. When we stand on the horizontal line, we will know what we lack and what we are good at. This is something I never realized in my previous job, so in the past six months, my thinking at work has improved a lot, and I have made some new breakthroughs and changes in this job.

Second, the advancement of the work.

The hotel recruitment plan is very full this year. In fact, in this job, I always feel that there is a lot of room for improvement. For example, during my half-year work, I realized that although my professional strength is ok, I may not be able to do this job well if I don't know the industry thoroughly. So after realizing this, I began to study extensively, whether in real life or on the internet, and tried to learn more. Slowly, my professional skills have also improved, and my ability to deal with emergencies at work has also increased.

Third, there is a lack of change.

Although this year is very short for me, only half a year, I have done every job seriously. Although I am very serious at ordinary times, I still have some shortcomings. For example, what I sometimes consider in personnel work is simplification. In fact, this job requires not only quick judgment and thinking ability, but also comprehensive evaluation to attract more outstanding talents for the hotel. In any case, this year has passed and a new year is about to begin. I will be ready, with a good fighting mentality, with a new look to treat, to grow!