8. Monthly work summary and work plan of Human Resources Department.

Work summary of human resources department 1

Since joining the company in March, 20XX has worked in the general office

8. Monthly work summary and work plan of Human Resources Department.

Work summary of human resources department 1

Since joining the company in March, 20XX has worked in the general office and human resources department, and is now engaged in personnel transfer, file management, medical insurance, unemployment insurance, maternity insurance, serious illness, accident and work injury insurance. My work is complicated, and there are many links that need to be contacted and communicated. From daily contact and communication to the determination of work content, from the preparation of knowledge policy to the publicity and explanation of employees, I have devoted myself to it, regardless of personal gains and losses, repeatedly calculating data, carefully preparing plans, actively communicating and trying to seek support. Always keep in mind the purpose of serving the people, and set strict demands on yourself by the standard of * * * producing party member. Fully complete the work assigned by the leaders, and now report the work in 20XX as follows: First, pay attention to learning and strengthen the quality internally.

As the old saying goes, "Right and wrong are better than learning". In order to adapt to the new environment, new job, new challenges and new requirements, I attach great importance to learning, and constantly improve my quality and ability to serve the people through learning.

First, study political theory, improve political and ideological awareness, and strengthen political stance. Theory is the baton that guides us forward.

The second is to study policies, laws and regulations, improve their decision-making and management ability, so that they can not fall behind in their work and be better qualified for their work.

Second, correct mentality, image outside the tree.

I have always worked with peace of mind, meditated, studied seriously and treated calmly, thus establishing a good image of party member.

The first is to work at the grassroots level with peace of mind. Facing the unfamiliar environment, I feel deep pressure, but the expectation and leadership of the organization

Summary of the work of human resources department II

Work Summary Work Summary of Human Resources Department 3

Enthusiastic entrustment increased my motivation to do a good job. The second is meditation. At work, I can keep a thinking attitude. For anything, especially work, I don't do it with all my heart, but always "think twice", sum up my work experience in time and correct my shortcomings in time.

The third is to keep a normal heart. Is at work, always with a "normal heart" into the team, into the work, harmonious relationship with leaders and colleagues, and get the affirmation of leaders and colleagues. From the special tasks assigned by the leaders to the small tasks such as cleaning the office, I am enthusiastic to complete, never favoring one over the other, and never "being good and not doing it". Always be "self-disciplined, introspective and self-aware", strive to be "more diligent than enjoyable, more dedicated than demanding", and always keep a correct attitude.

Third, do your duty and work hard.

In all the work, I always adhere to the diligent, pragmatic and efficient work style, obey the leadership division of labor, regardless of gains and losses, do my duty, and work hard.

1, complete 35 sets of performance appraisal tasks in half a year.

2. Contact five workstations in time at the end of each month, and summarize and report the attendance records of each workstation and the department. Provide reliable salary basis for finance.

In 3.20XX years, 29 new employees registered and entered medical insurance, and made copies and printed business cards.

4.20XX handled the industrial injury insurance declaration for two employees from April to May.

5.20XX years old-age insurance data has been integrated, and timely reported to the social security agencies, approved.

In 6 and 20XX years, maternity insurance declaration was made for 4 employees.

7. Pay the full monthly insurance premium for 20XX years.

8, in strict accordance with the local tax bureau "social insurance payment audit regulations", make and report the social insurance payment declaration form every month, so that the declaration is consistent with the payment account.

9. Handling personnel transfer: transfer 6 people/time; Call out 24 people/time; Internal transfer 19 person/time; A total of 49 people/time. There has never been any mistake, which ensures the normal work.

Fourth, the problems existing in the work

In daily work, we only put work efficiency in the first place, and the work is not thorough and meticulous enough, lacking the word "serious", and the personnel are not familiar and the business is not skilled. Although it is a legacy, it is a serious mistake to fail to find it in time after taking over. Please criticize and correct me.

No matter what work I do in the future, I will keep the word "earnest" in mind and make the work deep, detailed and solid. Strive to complete the tasks assigned by the leaders. Let the leaders rest assured.

Summary of Human Resources Department Work 4

As a human resources specialist, I feel very lucky to grow with the company. Since I joined the company, I have made some achievements in my work, and my personal ability, professional knowledge and professional quality have been improved, all thanks to the platform provided by the company and the cultivation of superior leaders. Thank you very much. The following is a summary of my work:

First, new entry and exit transactions.

Enter the personnel data of new employees and the information of resigned employees into the transaction table every month; The number of new employees this year is xxx, and the total number of resignees this year is xxx's personnel file and labor contract management; Establish company personnel files; Responsible for managing and keeping the files of all employees of the company; Every month, Xiao Xia sends out a list of employees who became regular employees on June 5th at 438+05. If the employee's probation period exceeds 2 months, it will be deemed that the employee of the company will issue a labor contract after becoming a full member. ; All the labor contracts have been rescheduled, and six clubs have not rescheduled, and the contracts of new employees have been rescheduled to new employees next month;

Second, the comprehensive management of social insurance and other work

Social insurance refers to the social endowment insurance, medical insurance, industrial injury insurance and maternity insurance for female employees; Buy social insurance and make social insurance cards for all employees of the company, change and handle the social security information of employees, and reimburse employees for work-related injuries; At present, there are xxx social security personnel in the local area, xxx in the management center, and XXX in the society; Social security purchasers include local xx people and non-local xx people. Up to now, xxx people have bought employee accident insurance, and there has been no case since I joined the company; Among those who bought accident insurance, xx people left their jobs; The residence permit is applied once a month, at the beginning or end of each month; The number of people applying for residence permits this year is xx; Apply for employment registration; Every time the company organizes training, it needs to sign a training agreement with itself, sort out the deduction details to the salary calculator every month, and refund the personnel whose training agreement expires; Refund of training fees for club employees: receive employee receipts that need to be refunded for training fees, find out the corresponding training agreement, verify whether the conditions for refund are met, and fill out the expense reimbursement form and submit it to the financial accountant. If you don't leave your job within 20 months, the training fee will be fully deducted from your salary.

Third, the layout of OA system

Management of OA in Human Resources Department (process setting and updating) The personnel with OA accounts are: all office staff in management centers and branches, club managers and administrators all over the country; Xxx people have OA accounts this year. Employee group cornet Employee group cornet: add company group cornet to the person who needs to add cornet. The number of people with cornets this year is the production of xxx post change table: according to the post change table, the post changes of employees are counted. Handling of housing provident fund: At present, the company has completed the establishment of unit accounts and employee accounts, the sealing of resigned employees, the transfer and unsealing of new employees, but it has not been officially put into operation yet, and it is expected to be put into operation normally next year. At present, the total number of people in our local area is xxx, including management center xxx, club xxx and school xxx. Make detailed list and change list, and make statistics on the club roster.

Summary of the work of human resources department 5

In the past 20XX years, the performance of our company has made great progress, and the human resources department of our company has also made great progress in performance and management under the leadership of the company. On this occasion, it is necessary to review and sum up the work, achievements, experiences and shortcomings of the past year, foster strengths and avoid weaknesses, strive for progress, and strive for better results in the new year. I. Overview of human resources work in 20XX years

In 20XX, the company's human resource management and development will further improve 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 broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.

Second, the basic situation of human resources

By 20xx65438+February 3rd1,the number of employees was 143, including 8 in the office, 5 in the finance department, 4 in the after-sales department, 40 in the purchasing department 15, 40 in the sales center, 20 in the wholesale department, 3 in the human resources department, and storage and transportation. Among all the people, there are 3 deputy general managers, 3 financial managers 1 person, 3 office directors 1 person, 8 department managers and 4 department heads. There are 65,438+026 employees, of which 65,438+0.9% are managers above supervisors and 88.65,438+0% are employees.

Third, basically establish the company's various institutional systems and form a more standardized human resource management system.

According to the overall requirements of the management system, various management rules and regulations, employee reward and punishment system and daily training management regulations have been completed, making daily management more institutionalized, standardized and operable. The improvement of employee handbook and other systems has been included in the 20XX work plan. In addition to improving the original human resource management system, according to the labor law and labor policies and regulations, combined with the actual situation of the company, we will refine the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improve the company's human resource management system. Basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.

Fourth, through post analysis and setting, do a good job of creating posts and personnel.

In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each department has formulated the following positions and personnel quota in combination with the company's main business situation:

(a) divided into two categories:

1. The business department sets posts and personnel according to performance, turnover, gross profit and other indicators;

2. Non-business departments set posts and personnel according to the tasks and workload assigned by the company.

(2) According to the business characteristics of the company and on the basis of the existing quota, do a good job qualification statement and job description in blocks.

Five, in order to meet the needs of strategy and personal development of employees, vigorously strengthen training.

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, the human resources department has formulated relevant training management regulations and implemented daily training inspections. Corresponding work has been done in training planning and coordination, but the training of the company's overall theme (knowledge popularization) and the training of hotel team employees need to be strengthened.

1, through careful organization, conscientiously do a good job in various training work.

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

According to the training plan, the human resources department has strengthened the education and training for employees.

4. It is very important for new employees to adapt to the work quickly through new employee training and complete the transformation from non-professional to professional, which can save a lot of time and resource costs for the company. According to the actual situation of the company, the human resources department has formulated the induction training plan for new employees, including the company profile, rules and regulations, fire protection knowledge, service etiquette and so on. Through training and study, new employees began to change their consciousness, understand the attitude and ability needed for modern work, and laid a good foundation for new employees to quickly adapt to the new working environment and master the knowledge and skills needed for work as soon as possible.

Sixth, strict "law enforcement" has effectively corrected violations of discipline.

Management and 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 reward those who have made meritorious deeds and punish those who have made mistakes. Everyone is equal before the system, and the normal interests of the employees of the company are safeguarded. The human resources department takes a series of measures to solve the phenomenon of employee violations, such as criticism and education, supervision and inspection, and fines. And strengthen inspection, strictly implement the implementation of the company's various systems, and severely deal with violations of company regulations. It has further created a good atmosphere of respecting the company system and punishing those who violate the company system.

Seventh, efforts should be made to improve the comprehensive professional quality of personnel in the human resources department and enhance their joint efforts.

With the rapid development of service industry, especially the development of companies. We deeply realize that the existing management knowledge and quality alone can't keep up with the development of the company and society. Therefore, learn professional skills with an open mind, strengthen communication with ministries and commissions, and better adjust work mentality. Besides, I also use my spare time for self-study and extensive reading.

Eight, actively lead the staff, do their best to perform their duties.

In 20XX, in addition to the above work, the Human Resources Department also actively performed its post responsibilities according to the actual situation, provided data for the leaders, and better played the role of the leaders' staff.

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

2. Organize, draft and review all kinds of manuscripts, and do a good job in word synthesis and word processing.

3. Assist the leaders to coordinate the differences of opinions and work contradictions of various departments, and put forward corresponding solutions and alternatives.

4. According to the company's monthly work instructions and leadership requirements, study and formulate the work plan and specific measures of the human resources department in each period.

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

1. The entry and exit formalities of this employee shall be handled according to regulations.

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

3. Complete the personnel files of company personnel.

Although the human resources department has done a lot of work and made some achievements, there is still a big gap between the requirements of the company and the expectations of leaders and colleagues.

(A) the recruitment of personnel is single, and the supply is not timely, resulting in a shortage of personnel and bringing certain difficulties to the work of various departments.

Insufficient training.

As the saying goes, "If a jade is not cut, it will be useless", and potential employees will not play much role if they are not well trained. In 2007, although our bureau carried out many trainings, due to the lack of training content and inadequate training implementation, the training failed to achieve the expected results.

(C) the evaluation of employees is not in place.

We failed to make a historical, serious and comprehensive evaluation and inspection of each employee, and failed to listen to the opinions of employees more widely and conduct a comprehensive analysis.

(D) staff affairs management is not in place

Staff affairs cover a wide range, including the work and life of employees.

(e) Inadequate file management.

Archives record the footprint of enterprise development, and a good archival material can facilitate leaders to review and summarize and learn from it. However, as far as the human resources department is concerned, it is a great regret for the current file management of the human resources department that it has only initially established the personnel files of employees, failed to set foot in the overall files and lacked some pictures and audio-visual files. In view of these problems, our department will further reform methods, update concepts, strengthen measures and seriously solve them.

Summary of the work of human resources department 6

This year is the busiest year for our human resources department. During this year, our department closely focused on the goals and plans formulated by the company at the beginning of the year and completed the task step by step. From the beginning, our department has strengthened the introduction of excellent manpower, strengthened the training of the company's manpower, worked harder for the company to become better, and reserved more high-quality talents for the company's long-term development. Facing the coming 20xx year, the reorganized human resources department is presented to every employee with its professional, targeted and systematic characteristics. Now sum it up and make it public, and accept the leadership and brother departments.

Vigorously strengthen the development and construction of departments and conform to the strategic development trend of the company.

I. Internal management of departmental staff

As the formulation and maintenance department of the company's various systems and regulations, under the attention and guidance of general manager X, the head of the department has been constantly strengthening the management norms of the department, strictly demanding team members and setting an example. Become an example and model for the employees of the company to abide by the law, be dedicated and loyal, and become a window for the company's image display and a mirror for self-discipline management.

1. Continuous improvement of professional ability

Under the leadership of department manager X, the Human Resources Department regularly conducts two hours of professional knowledge study and discussion, experience exchange and problem analysis of each module, and training of management practical tools and English-Chinese language tools every Friday afternoon, so that employees in various departments can continuously improve their professional knowledge and practical problem-solving ability.

2. Internal discipline and professional ethics

There is an unwritten rule in the human resources department that every member must strictly manage and restrain himself, abide by the company's rules and regulations, and strictly abide by his professional ethics. Any member must put the interests of the company first, and must not have any behavior that violates principles and ethics. This unwritten rule is the most important thing that Manager X of Department emphasizes at every internal meeting of the department, and it is also a standard that every member keeps in mind and strictly implements.

Second, the optimization of human resources work module

The Human Resources Department is a highly professional management department that pays equal attention to theory and practice and has a wide range of working faces. With the establishment, growth and expansion of the company, its work depth and professional division of labor will also change. According to the professional knowledge of company development and human resources management, the human resources department of the company actively carries out internal professional division of labor integration and organizational structure adjustment and reorganization, and decomposes it into recruitment training module, salary performance module and employee relations and affairs module. Finally, the present situation of unified leadership of department managers, parallel operation of three major professional modules and internal overall work coordination is constructed, which reflects the effectiveness of professionalism and practical work.

Third, the system and process construction

As the main responsible department for the drafting, drafting, construction and implementation of the company's relevant management systems and processes, under the guidance of the company's leaders, the Human Resources Department has been keeping up with the company's strategic development requirements, changes in the external market environment and the updating of professional theoretical and practical knowledge, and constantly updating, maintaining, drafting and constructing various supporting, rigorous, practical, effective and high-quality management systems and operational processes. Since 20xx, the relevant regulations and processes have been completed as follows: salary management system; Performance management system; Provisions on the administration of professional title evaluation; Regulations on the management of attendance holidays; Regulations on recruitment management; Maintenance of training management system; Employee rewards and punishments management regulations are updated; Management regulations; Provisions on the management of archival information; Internal competitive recruitment process; Management process of resigned employees; Employee confirmation process; The staff turnover process includes the compilation, collation, updating and maintenance of more than 20 institutional processes.

Fourth, functional innovation.

Deeply aware that the new situation and new tasks have put forward new challenges and new requirements for human resources work, the Human Resources Department keeps pace with the times according to the development trend of human resources management and the current situation of human resources development and management in the company, adheres to multi-angle and deep-seated reform and innovation, and constantly explores new ways and methods for human resources development and management under the new situation. Includes the following aspects:

To innovate the management concept, every member of the human resources department must update and revise his own concept in time to keep up with the development requirements and direction of the times and the company; In daily work, members are required to have a good attitude, correct orientation and service consciousness, actively participate in their own work, strive to realize self-worth and realize the growth of enterprises and themselves.

With the innovation of management mechanism, human resources department has fully realized that human resources management is not only an administrative, transactional, non-dynamic, discontinuous and unsystematic work, such as employee recruitment, formalities, salary distribution and resignation management, but also a holistic, comprehensive, systematic and strategic management function. In practical work, human resources has actively completed a number of far-sighted strategic tasks, such as establishing and formulating medium and long-term human resources planning, human resources development orientation, training planning, targeted salary performance planning, designing and developing the company's personnel competency model system, psychological and personality model system and other innovative work, which has provided many advanced management methods and tools for the company's work.

Summary of Human Resources Department Work 7

Time flies, 20xx will be over in a blink of an eye. Under the leadership and support of the company, with the help of my colleagues, I am conscientious, conscientious, pragmatic and firm, and have successfully completed my work and other tasks assigned by the leaders. During this period, my work ability has also been greatly improved, but this is not only my personal credit, but also the opportunity and work support given by the company leaders. Let me get a good growth in this short year. Now to sum up the work of this year:

First, standardize the employee access process. In the first half of the year, it is responsible for handling the entry and exit procedures of all personnel, and sorting, filing and checking the employee files. In this half year's file management, I know the importance of file management. If the employee fails to submit the resignation certificate of the original company, the company may have employment risks. In file management, such as employee performance appraisal, reward and punishment documents, etc. , important content in a timely manner into personal files, to provide a basis for future personnel selection, rewards and punishments or labor dispute handling.

The second is labor relations, including the handling of employment and resignation and contract management. Compared with 20xx years, the employment rate and turnover rate of the company have decreased, the number of contract renewals has gradually decreased, and the personnel changes of the company have gradually stabilized. In order to avoid the occurrence of labor disputes to the greatest extent, we should gradually standardize and be rigorous in our work. Through the improvement of my business level, I have been able to consider the problem from the perspective of the company's interests and try to propose solutions. For example, at the beginning of this year, the previous files were rearranged, classified and saved, and the employment procedures of individual personnel with loopholes were discussed and rectified. On the one hand, the employment risks of the company were avoided, on the other hand, the rights and interests of employees were protected.

Third, the collection and production of monthly attendance report data. Export the attendance records of colleagues on the seventh floor every month and send them to the personnel in charge of attendance in each department. Make the attendance sheet of the department. Collect attendance sheets and overtime approval forms of all departments, make them into electronic boards and documents, and then keep them in the cupboard.

Fourth, wages. Collect the performance appraisal and performance report of each department every month, make a sub-table of each department according to the performance table, employee performance appraisal and monthly attendance, then summarize it in the salary summary table, report it to the manager for review, and finally send it to the financial check. Wage information is bound into a book and kept in the cupboard. When I first came into contact with salary, it was a mess. Always make this up and forget that. I was in a hurry and made many mistakes. In the next few months, I found many mistakes in the salary setting process, but I also found some tricks. Under the careful guidance of the manager, I corrected my mistakes bit by bit, gradually accumulated experience and lessons, and tried to avoid them.

Verb (abbreviation for verb) cultural and sports activities. In terms of corporate culture construction, we assisted the department in organizing the first "* * *" badminton tournament, employee birthday activities, "Red Tour" in Changsha, Hunan, and established a corporate culture window. Although there were many mistakes and inadequacies in the process of assistance, all the activities were successfully completed through the help of colleagues in the department. After the activity, many colleagues expressed great satisfaction and recognized the work of our department, which greatly enhanced my confidence. Through these stylistic 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 whole department, and my sense of responsibility is also increasing. In my future work, I hope this sense of responsibility and self-confidence can inspire me to work better and serve the company and my colleagues better.

Through all the above work, it will be of great help to my future study in the field of human resources, and I have accumulated a lot of valuable experience.

I have a deep understanding of the operation, positioning and management of our department in the whole company. The role of human resources department is not only to recruit personnel, manage files, train and handle social security procedures. The human resources department is the link between all departments of the company. It also plays an expert role in training and provides support services for human resource management in other departments. The main responsibility of the human resources department is to assist and supervise other departments to implement human resources management in accordance with a unified system to ensure that every employee is treated fairly. For the above points, I deeply realized the importance of our human resources department in the company, which also made me full of confidence in my work.

In one year's work, I also have a certain understanding of the company. Here are two personal suggestions:

First, corporate culture construction. The unique enterprise culture is the source of its centripetal force. We need to continue to work hard for the company's corporate culture construction. 1, hoping to develop a humanized management atmosphere in combination with the company's situation, and form a fair and enterprising spirit among colleagues. 2. Create excellent product image and create material culture. The material culture of an enterprise includes two aspects: ① the products produced and the services provided by the enterprise. ② Working environment and living environment of the enterprise. What we need to improve is that the products and services provided by enterprises are the fruits of enterprise production and operation and the primary content of enterprise material culture. 3. Incentive mechanism. The primary task of corporate culture management is to mobilize people's enthusiasm, and the incentive mechanism should be implemented. Handle and manage culture by cultural means, and persist in guiding and cultivating people by culture;

Second, training. Internal training, through targeted training at different levels, enables the company's employees to understand the quality system documents, improve quality awareness and ability, and achieve certain results. However, from the overall effect, it has not received the expected requirements, and can meet the requirements of free use in daily production and operation management. Training abroad and going abroad can broaden employees' horizons. We should not confine ourselves to what we have learned in our own work, but also improve the overall quality of our employees.

Generally speaking, although some achievements have been made in the past year, there are still some shortcomings, mainly due to the lack of meticulous work, insufficient self-study, overall coordination and time allocation, and a certain gap compared with experienced colleagues. In my future work, I will conscientiously sum up my experience, overcome my shortcomings, carry forward my tireless enterprising spirit, and strive to do my work better and establish a good image. Put forward reasonable suggestions and solutions to various decisions and problems in time for leaders' reference, strive to do a better job and contribute to the company's development!

Summary of Human Resources Department Work 8

First, the main work:

1. Do a good job in school archives management, and organize the archives of all departments in time. And cooperate with schools and departments to create welcome retrieval, adhere to the system of data borrowing and filing, and realize electronic management. The management of semester files has been well received by the district supervision office.

2. Timely complete the statistical reporting of school statements by higher authorities. In September, the school personnel database, the basic situation of this school year, the faculty information database and other updates were completed, and the statistical work of teachers' titles was done in June 5438+ 10; 1 1 Do a good job in the preparatory work, measurement and investigation of the school; Fill in the school labor report in February 65438, and make the annual personnel report and salary report of the Education Bureau in October 65438. Be able to be accurate in all reporting work.

3. Seriously complete the registration and entry of the school's fixed assets. Carefully check and register the fixed assets of the school to ensure that the accounts are consistent.

4. Do a good job in the examination and approval of various bonuses. This semester, in the examination and approval of teachers' one-time civilization creation, year-end post subsidies, special awards for educational modernization and other funds, timely declaration, examination and approval, accurate calculation and zero mistakes were achieved.

5. Do a good job of hiring teachers for labor insurance. Strengthen employee management and complete monthly social insurance withholding for employees.

6. Assist in the data sorting and preparation in the annual school-building work. Can actively complete the tasks assigned by the principal's office, ensure quality, timely and effective.

7. Complete the contract renewal of all teachers.

8. Earnestly keep school meeting records and attendance, and convey the spirit of relevant meeting notice to relevant personnel in a timely manner.

9. Review the teachers' payroll every month to ensure that the items and data are correct.

10. Have a good understanding of routines. Such as personnel deployment, cadre promotion, employee retirement and salary adjustment. In September, do a good job in the personnel work of teachers transferred in and out. Transfer teachers fill in personal information and establish personal business files. Review the information of transferred teachers to ensure accuracy. Do a good job in grading new teachers.

1 1. Do a good job in job title evaluation and employment, and improve the work level. Vigorously publicize the principles and policies of professional title reform and correctly grasp the orientation of professional title work. Taking the evaluation and engagement of professional titles as an integral part of the reform of the school personnel system will make it an effective incentive mechanism to fully mobilize the enthusiasm and creativity of the majority of professional and technical personnel.

12. Do a good job in subsidizing teachers' survivors. Accurate measurement and timely report.

13. Do a good job in the annual assessment of teachers. Seriously implement the assessment requirements of the Education Bureau, the assessment process is open and transparent, and the assessment results are fair and just.

Second, the shortcomings and improvements:

20* years is a busy year. Due to the complexity of the work assigned to individuals, there will inevitably be omissions. Compared with one year's work, I now reflect as follows:

1. Strengthen the study of policies and professional knowledge related to personnel work.

2. Improve the transparency of your work. Communicate with everyone at work and listen to opinions and suggestions.

3. Strengthen the initiative and creativity of their own work and enhance their sense of service.

In short, since the beginning of the school, the personnel work of the school has been orderly, and it can give full play to its functions, consciously perform its duties, actively carry out its work, and successfully complete the tasks assigned by its superiors, which embodies the spirit of personnel work serving the education and teaching of the school and the vast number of faculty members. In the future, I will make persistent efforts to make the school personnel work to a new level!