Personnel Commissioner's work schedule template

The template plan of the work schedule of the personnel Commissioner should clearly stipulate the goals, tasks and requirements to be achieved within a certain period of time. Tasks and requirements should be specific and clear, and some should also be clear about quantity, quality and time requirements. Before making a plan, we should analyze the current situation of research work and fully understand what the next work is based on and what the plan is based on. The following is the template of the work arrangement of the personnel Commissioner that I arranged for you, which is for reference only and I hope it will help you!

Template of Personnel Commissioner's Work Schedule 1 According to the work situation and existing shortcomings in 20 years, combined with the company's current development and future trends, the work plan of the administrative personnel department in 20 years will be carried out from the following aspects:

1. Earnestly study and implement the new national and local labor laws and regulations, modify the company's current systems and regulations in a targeted manner, and effectively avoid legal risks.

According to the relevant provisions of the _ _ provincial labor security supervision regulations passed at the _ _ meeting, starting from May 1 day of 20__, if there is a fine in the rules and regulations of the employer, it will be given a warning, and the number of people who are fined or deducted wages will be fined according to the standard of more than 2,000 yuan and less than 5,000 yuan per person.

Judging from the newly promulgated Regulations on Labor Security Supervision in _ _ _ province, most of our existing systems will be revised, especially the Employee Handbook, Work Behavior Management System, Administrative Personnel Reward and Punishment System, Staff Dormitory Management Regulations, Company Regular Meeting System, and Safety Production Management and Safety Production Reward and Punishment System will be revised on10.20.

Second, according to the merger of the branch and the headquarters in 20 years, the corresponding human resource planning is formulated.

(1) Redesign and set up the organizational structure according to the instructions of the general manager's office and the actual situation and business operation mode of the company;

(2) Optimize and streamline departments and posts, implement optimal allocation of human resources, effectively reduce labor costs and prevent labor costs from overlapping;

(3) Analyze the current situation of human resources from the aspects of the quantity, quality, structure, staff flow and the effectiveness of key functions of human resources management in headquarters and branches, and formulate feasible personnel adjustment and allocation schemes according to the analysis results.

(4) According to the industry, product characteristics, the company's operation mode and the historical data of the company's personnel demand, do a good job in forecasting the supply and demand of human resources for 20 years to ensure the enterprise's employment demand and normal operation.

Third, pay management should be reformed step by step and continued to be implemented? Pay is linked to performance? Incentive policy

According to the company's business situation in the next year, we will seek a breakthrough, strive to break the habit of eating from the same pot, realize more work and more pay, and get paid according to performance. According to different positions and business characteristics, different salary management systems are implemented, which are adopted by office staff? Basic salary+post allowance+post allowance+performance bonus? Comprehensive wage method, while the production line and high-quality employees continue to implement piece-rate wage system.

Performance appraisal needs to be strengthened, so as not to go through the formalities and pay attention to the assessment results; At the same time, employees who are rated as advanced can try it out? General manager's special award? Reward or promote, and force employees with poor performance or evaluation? Last elimination system? .

Fourth, establish and consolidate recruitment channels to meet the company's employment needs in a timely manner.

Verb (abbreviation of verb) personnel training and development

(1) Annual training plan

In the past 20 years, the training of administrative and personnel departments is far from enough. There is no record of special training and skill training except the daily induction training. Therefore, within 20 years, our department must formulate detailed, targeted and feasible training courses according to the development needs of the company and the training needs of departmental personnel, so as to meet the development strategy of the company and improve the overall quality of employees.

According to the company's business strategy, the company will gradually adjust the knowledge structure of employees through training, improve their professional quality, form good professional ethics, improve the company's management level and the overall quality of employees, which is also the starting point for compiling this year's training plan.

(b) Investigation and analysis of training needs

In order to make the training plan targeted and operable, before making the plan, the training demand was carefully investigated and the annual training demand questionnaire was distributed to all departments. The survey results are summarized as follows:

Training type and course arrangement

3) Training guiding ideology

1, the job is training.

The purpose of training is to pass? Training-work? In order to improve employees' working ability, change employees' working attitude, improve employees' work performance, and cultivate employees into? Corporate people? Therefore, training is mainly carried out in the course of work.

2. Training is pragmatic.

The course selection of training is set according to the actual needs and post characteristics of various departments and posts. It is necessary to closely contact the trainees' jobs and carry out training work in combination with the actual situation.

3. Training purpose

(1) Meet the needs of management and work tasks at all levels. The improvement of managers' management skills, attitudes and comprehensive quality is conducive to improving the efficiency of task completion and increasing the possibility of achieving the company's business objectives.

(2) meet the needs of employees. By improving employees' work skills and comprehensive quality and increasing their work confidence, employees can apply these skills in their work, thus promoting the completion of departmental goals.

(3) shaping the company? Learning culture? . Form the learning atmosphere of the company, and maintain the company's sustainable development and market competitiveness.

Vi. Other administrative and personnel management work

(A) personnel file management

Do a good job in collecting, sorting and filing employee personnel files to ensure the integrity, integrity and confidentiality of the files.

(2) Labor contract management

As always, we will implement relevant national and local laws and policies, sign labor contracts with employees in a timely manner, and conduct employment registration and labor contract filing in a realistic manner.

(3) Social insurance management

Handle social insurance matters in time, follow up the progress of social insurance handling and business card printing in time, provide social insurance payment data in time and accurately, and adjust the payment base and proportion in time according to relevant national policies.

(D) Staff dormitory management

We will continue to implement the assessment system of staff dormitory, strictly control the hygiene and discipline of staff dormitory, reward dormitory members with excellent hygiene and discipline, and punish dormitory members with poor hygiene and discipline accordingly. Through rewards and punishments and daily supervision, the staff dormitory camp will be built into one? Clean? 、? Is it comfortable? 、? Harmony? 、? Is it safe? Workers' home.

While completing the above work, the administrative personnel department will strengthen the management of staff canteen, administrative logistics, safety production, administrative meeting, salary accounting, employee welfare, residence permit, etc., give full play to the functions of the administrative personnel department, and make a good bridge and link between employees and enterprises.

20_ year is a crucial year for the company's development. Our department will closely focus on the company's development strategy and business objectives, and Qi Xin will make concerted efforts to perform their respective duties to ensure that all aspects such as manpower demand, manpower training, system maintenance, salary incentive and logistics support can meet the company's business development needs, and fulfill their duties to achieve the company's 20-year goal.

First, improve the company's various systems and work standards.

1, according to the needs of the company's development, timely modify and optimize the company management system, make the company system more reasonable and standardized, and make the company? Rule of law? Lay a good foundation.

2. According to the actual operation of each department, formulate and improve the company's operation process, so that the communication between departments is smoother and the procedures are more standardized.

3, according to the original job responsibilities, combined with the actual situation of each department of the company, to modify the job responsibilities of each department. Make the responsibility clear, and the responsibility is clear.

Second, dig deep into recruitment channels to meet human demand.

1, according to the company's job preparation and job vacancy requirements, formulate the company's annual recruitment requirements. According to the recruitment demand, determine the recruitment channels, implement recruitment policies and procedures, and recruit suitable manpower and talents for the company.

2. According to 20_ years' recruitment experience, salespeople insist on on-site recruitment outside the square, supplemented by posters and banners hanging outside the square, and insist on on on-site recruitment outside the square five working days a week.

3. The resignation of self-employed individuals tends to be stable, and there are not many vacancies. Website recruitment is further optimized and _ _ is retained.

4. Do a good job in the 20_ year recruitment budget, and reduce the daily recruitment and publicity expenses and website recruitment expenses.

5. Communicate with the operation department, build an interview platform for resigned employees, effectively understand the reasons for employees' resignation, and make analysis and improvement to reduce the employee turnover rate and stabilize the sales staff.

Third, strengthen training management and build a training system.

1. If no suitable training expert can be found, Director Cui will be responsible for the training for 20 years as a training expert and implement the training plan for 20 years.

2. According to the actual situation of the company and the needs of the company's development strategy, make a 20_ year training plan and organize its implementation.

3. Contact external training institutions. In 20_ years, it is planned to send company managers to professional institutions or large well-known department stores for training. The main courses are business etiquette, sales skills, service concepts, etc., to improve the overall quality of managers.

4. Internal training is given priority to with training specialists, supplemented by department heads. Continue to carry out video training and learning, and each department will arrange two hours of courses every week according to the actual work situation in 20 years. Finish a course, write a training course and take the exam. Continue to learn throughout the year and strive to build a learning organization and growth team.

5. Conduct induction training for new employees every month, so as to be timely and effective, and make new employees familiar with the company's process system, corporate culture and job responsibilities as soon as possible.

Fourth, strengthen performance management and build a reasonable incentive mechanism.

1, according to the company's annual business objectives, formulate the company's performance appraisal system for 20 years.

2, according to the 20_ annual performance appraisal system, the implementation of performance management. The performance appraisal team needs to monitor the whole process to make the performance appraisal fair, just and transparent and give full play to the incentive function of the performance appraisal. Those who work more, those who work less, those who don't work don't work. Capable people give opportunities for promotion, while mediocre people give opportunities for education.

3. According to the assessment results, conduct effective interviews, advocate advanced and backward education, and give the latecomers opportunities to improve their education progress.

4, according to the assessment results, constantly improve the assessment system, make the assessment system more perfect, more can play an incentive role.

Five, control labor costs and improve the salary structure.

1, according to the development needs of the company, re-examine the establishment of each department to ensure that people and posts are suitable. Streamline redundant staff, reduce the cost of human management, and appropriately adjust the salary and treatment of on-the-job employees.

2. According to the existing salary standards and post conditions, design a detailed salary grade system and post grade system, and combine the performance appraisal results to give employees a better, more scientific and broader promotion space and enhance their sense of belonging.

Six, strengthen the construction of corporate culture, enhance employee cohesion.

1, 20_, this department plans to cooperate with the planning department, set up an internal magazine, release the company's high-level dynamics, release the company's policies, publicize the company's culture, publicize personal advanced deeds, and select excellent poems, essays and other articles of employees. Give full play to the strengths of employees and provide a platform for training, education and talent display.

2.20_ year, this department plans to cooperate with the Planning Department to draw up corporate dances, decide corporate songs and conduct training, so that everyone can sing and dance well and enrich the cultural life of employees. Set up the company flag and national flag in front of the square. The flag-raising ceremony of national flag and enterprise flag is held once a month to cultivate employees' feelings of loving the company and the motherland, enhance employees' sense of belonging and cohesion to the company, and show the public their noble feelings of loving employees, hometown and the motherland.

3. Establish a company website, establish a foreign business image and build a bridge to communicate with the outside world. Let _ _ know _ _ better, trust _ _, and establish _ _ good reputation and brand.

4. Strengthen corporate culture training and education activities for new employees, so that a cohesive corporate culture can be rooted in everyone's heart.

5. If employees have great difficulties due to marriage, funeral, illness, etc. and need help from the company, all departments should communicate with the personnel department in time, and the personnel department and relevant departments will give help and condolences to employees or their families on behalf of the company, so as to truly care for employees, make employees feel at home, and truly integrate employees into the _ _ family.

Seven, standardize administrative work, reduce management costs.

1 and 20_ years, office management expenses decreased by 30% on the basis of the previous year. Material procurement should be strictly examined and approved, office supplies should be strictly applied, unreasonable procurement should be resolutely put an end to, and daily necessities and daily necessities should be stored wholesale.

2. Strengthen the unified management of waste products and create more economic benefits.

3. The monthly end-of-month report of consumable warehouse and material warehouse shall be submitted for review.

4, strengthen the canteen inspection, improve the quality of canteen food and service quality, improve employee satisfaction.

5. Serve all departments of the company in time and do a good job in logistics support.

Eight, strict attendance management system, to ensure the orderly operation of enterprises. Strict attendance management system ensures the orderly operation of enterprises.

On the basis of 20 1_ year attendance management, further control the frequency of leave adjustment, strictly arrange shifts, strictly implement the leave approval system, and put an end to the disadvantages of asking for leave first and then approving. Resolutely implement the attendance discipline system and punish employees who violate discipline in time.

Nine, strengthen supervision and maintain the system and process.

Further improve the company's supervision process and system, expand the scope of supervision, and touch on whether the department's work process and work standards meet the specification requirements. Strictly implement the frequency of weekly inspection, so that irregular behaviors can be improved in time, and matters approved by leaders can be implemented in time. Strengthen supervision and punishment, and maintain the integrity of the company system.

Ten, strengthen team building, build a strong team.

1. Establish a learning system within the department, make full use of platforms such as morning meetings, media and training institutions, and encourage employees of the department to continue to learn and grow.

2. Continue to maintain the team motivation concept of encouragement, praise and praise, and build a positive and energetic team.

3. Communicate with team members, keep abreast of their work and life, and care, help and unite each member. Make team members always work happily in a harmonious, cooperative, friendly and inclusive team atmosphere.

4. Strengthen systematic learning, strengthen execution training, strictly enforce company discipline, and make this department a qualified team with discipline, literacy and execution.

5. Strengthen the education of service concept, serve other departments of the company, serve the merchants of the company, serve every customer, respect everyone, and do our best to do every job.

Template 3 (1) of the HR Commissioner's work schedule has a comprehensive and in-depth understanding of the company.

The company information I want to know mainly includes company vision, development strategy, management concept, corporate culture, company's main business, various work processes and organizational structure. The way to obtain information is as follows:

1. On the premise of obtaining the approval of the HR manager, consult the documents and materials related to the company's vision, development strategy, management concept, corporate culture, main business, internal management process and organizational structure from the document archive room.

2. On the premise of obtaining the consent of the manager of the human resources department, go to the competent department of internal periodicals of the enterprise to consult the important internal periodicals and articles in the recent period, and further understand the company's vision, development strategy, business philosophy, corporate culture and main business.

3. Check the key publications issued by the industry association where the company is located and the reports of major external media on the company to understand the development of the industry, the position of the enterprise in the industry and the views of the media public on the enterprise.

4. Obtain information through training activities such as induction training for new employees. Through the induction training for new employees, I can get a preliminary understanding of the company's corporate culture and management system.

5. Ask and communicate with old employees. Through the communication with the old employees, we can understand the development background and path of the company and be familiar with the development vein of the company.

(two) in-depth understanding and understanding of their own job responsibilities.

After understanding the basic situation of the company, I also need to know the position of the position of personnel supervisor in the company's position sequence.

1. With the consent of the human resource manager, consult the job description of the human resource supervisor and communicate with the human resource manager about responsibilities, authority, work reporting relationship and communication methods.

2. At the same time, it is necessary to understand the job descriptions of subordinates and fully communicate the relevant requirements described in the job descriptions of subordinates and their daily work.

3. Consult the relevant systems and workflow of human resource management to further clarify their main responsibilities at work.

(3) On the basis of the above two aspects, make clear your work orientation, and then make work objectives and priorities.

On the basis of understanding the basic situation of the company's vision and development strategy, and deeply understanding their own job responsibilities, according to the importance of the personnel supervisor position to the company, make clear their own work priorities, and make work plans and alternative plans for these work priorities.

(4) Specific business development.

1. On the premise of obtaining the consent of the human resource manager, find the archives room to receive the job description of the human resource supervisor and the handover list of the former human resource supervisor, familiarize yourself with the daily work of the human resource supervisor according to the job description, understand the completed work plan of the former human resource supervisor, and complete the unfinished work plan according to his work plan.

2. According to the job description of the personnel supervisor, classify the problems found in some links of human resources management within the scope of the personnel supervisor according to their priorities, formulate suggestions for the most important problems that need to be solved quickly, communicate with the human resources manager, and obtain the consent of the human resources manager.

3. Work out several work plans according to the above proposal, including plan objectives, plan objectives, plan participants and their work assignments, plan progress, possible problems in the plan and their solutions, and evaluation criteria for whether the plan meets the objectives.

4. Communicate these work plans with subordinates, explain all aspects of these work plans and solicit opinions from subordinates, modify and improve these work plans, and obtain the support of subordinates.

5. Discuss with the HR manager about several work plans involved in the proposal, solicit their opinions, and get the approval of the HR manager for one of them.

6. Call a meeting of subordinates to clarify their respective tasks, their important roles in the work plan approved by the human resources manager, work arrangements, etc. On the premise of understanding their respective job descriptions, jointly promote the implementation of the work plan.

7. Feedback all kinds of problems in the implementation of the work plan, adjust and modify the work plan in time, record the performance of subordinates in the implementation of the work plan, and report the work progress to the manager of the human resources department.

8. Evaluate the implementation results of the work plan according to the pre-established evaluation criteria, and report the evaluation report to the HR manager for review.

9. Summarize the work plan and form a written report, and submit it to the HR manager for approval.

10, and proceed to the next work plan.

Note: In the process of implementing the above work plan, the daily work of the personnel supervisor and his subordinates should be carried out as usual.

(five) regularly summarize and improve the work.

1. Summarize the above work plans in turn and submit them to the HR manager for review, so as to fully listen to their guidance on the work.

2. According to the specific progress of each work plan, review the subordinates' work plans, report the review report to the HR manager, and listen to their guidance on the report.

(6) Pay attention to communication with superiors, other departments and employees.

Human resources work is the service support work within the company, which provides support for major business processes such as human resources planning, recruitment and allocation, training and development, salary management, performance management and employee relationship management. To ensure the smooth progress of major business processes and realize the preservation and appreciation of the company.

1, pay attention to the communication with the superior leaders, deeply understand the superior leaders' views on their work, let the superior leaders give more opinions on their work, and make as few mistakes as possible.

2. Pay attention to the communication with other departments within the company and fully listen to the opinions of all departments on the work of the Human Resources Department. Change it if you have it, and encourage it if you don't.

3. Pay attention to the communication with subordinates and middle-level employees, understand their views on the company and human resources work, and let them give more opinions and suggestions.

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