Summary of the company’s human resources work

Time is moving forward step by step in the annual cycle. A period of work has ended. Looking back on this period of time, what achievements are worth sharing? We need to do a good job of review and sorting out, and write a good work summary. Does anyone know the format of a work summary? The following is a sample summary of the company's human resources work that I compiled for you (selected 5 articles). You are welcome to learn from and refer to it. I hope it will be helpful to you. Summary of the company's human resources work 1

As of the end of December 20xx, the number of employees on the job increased by 15% compared with last year.

1. Summary of human resources work in 20xx

(1) Recruitment work basically meets the employment needs of various departments of the company

Participated in 6 talent exchange meetings and group interviews repeatedly. In 20xx, 109 people at all levels were introduced through recruitment and election, 39 people resigned, and 14 people retired. The timely, standardized and effective implementation of the recruitment work basically meets the quantity and quality requirements of the company's personnel required for production management.

(2) Salary management work is standardized and orderly

In 20xx, according to the "Salary Management Measures" formulated in 20xx, we reformed the salary structure and appropriately increased the monthly salary standard for employees. To a certain extent, the attractiveness of talents has been improved. In the daily work of salary management, we strictly follow the company's management procedures, strive to be accurate in terms of position grading, salary review, salary payment, etc., and assist the company in the 20xx annual salary assessment, accounting and cashing.

(3) The performance appraisal work is steadily advancing.

The 20xx annual performance appraisal covered all employees in the management department and real estate business department, and was linked to the annual performance bonus based on the performance appraisal results.

(4) Labor relations are basically harmonious

Based on the actual situation of the company, the staffing assessment was re-assessed, and the organizational structure, positions, personnel, etc. were partially adjusted to make the position setting more Standardized, scientific, and more reasonable staffing. All temporary personnel employed by the project company have been registered, and all long-term employees employed by the real estate project company have signed labor contracts and filed them. As of now, 19 people have terminated their labor contracts and 123 people have signed new labor contracts in 20xx. Passed the annual labor inspection with a good grade.

(5) The construction of the human resources system is promoted in an orderly manner

First, he is responsible for revising the company's "Salary Management System", "Performance Appraisal System", "Measures for the Management of Cadre Recruitment and Removal" and other basic management system;

The second is to promote all employees to learn the new system and implement the new system through publicity, knowledge competitions, lectures, interviews and other situations;

The third is to implement the new system through investigation and analysis problems existing in the company, feedback on the implementation of the system, and done a lot of work to further improve the company's rules and regulations.

(6) Timely standardization of social insurance management

In accordance with various insurance premium collection requirements issued by the Municipal Social Security Center, the adjustment and collection of social security funds for this year was completed. Timely handle various insurance participation, withdrawal, social security transfer procedures, provident fund collection and transfer, and medical security card registration for employees. At present, the company's various accounts of five insurances and one fund are accurate.

(7) Human resources information management is accurate

We update personnel information in a timely manner, all employees have established standardized cadre files, and completed the labor information of the labor security and statistics departments Register. At the same time, we collect human resources and related information from the same industry, complete analysis of the company's human resources situation, and provide advisory services to company leaders.

2. Problems in our company’s human resources work in 20xx

(1) Talent reserve is slightly insufficient

In recent years, our company has gradually carried out talent reserve Work. However, due to the characteristics of the real estate industry and the form of the talent market, the talent pool for real estate professionals is slightly insufficient. Recruitment for individual positions could not be completed in time, which affected the work progress of other departments of the company to a certain extent.

(2) Training needs to be strengthened

The company attaches great importance to employee training and has set up special funds. However, due to multiple reasons, the company has not yet established a clear plan to serve the development of the enterprise. In the strategic training system, the business departments are busy grabbing cash income and do not pay enough attention to training. The management department has misunderstandings about training, making it difficult to implement the training plan. Currently, only company executives and employees in the finance and audit departments have reached more than 49 hours of annual training.

(3) The potential of the company’s human capital has not been fully utilized

At present, there is no essential difference between the human resources department and the personnel department of the collaborating company a few years ago. It is a daily routine work that has not played its due role in stimulating employees' work enthusiasm, promoting the company's business process transformation, and establishing a performance- and ability-based evaluation system.

3. Work ideas for human resources management in 20xx

(1) Do a good job in the basic and daily management of human resources management, and complete various tasks assigned by business departments, employees and company leaders work tasks.

(2) Do a good job in introducing and allocating talents

In 20xx, the macroeconomic situation will definitely have an impact on the quality and quantity of human resources inside and outside the company, and the company may be bargain-hunting for talents. In the market, if good professionals are recruited, there may also be outstanding employees who waver in the company's prospects, resulting in brain drain.

In 20xx, we will focus on ensuring that one senior talent will be assigned to each of the budget and final accounts, water and electricity, planning, structure, architectural design, preliminary stage, property management and other links. At the same time, take inventory of the company's talent stock and promote talent flow within the company.

In terms of foreign trade business, we focus on introducing comprehensive senior management talents in legal, exhibition, image processing, brand management and other fields to strengthen the comprehensive service platform function of the company's foreign trade business.

(3) Do a good job in performance appraisal

Through the performance appraisal practice in 20xx, we believe that there are still many problems in the current performance appraisal. First, each department cannot The goals are broken down to individual employees. Secondly, the performance indicators are vague and cannot be measured by scores. Thirdly, the assessments of various departments are not lenient and strict, and it is difficult to achieve fairness based on annual salary based on performance. The performance appraisal in 20xx will focus on solving the above problems. We plan to solve the above problems through performance appraisal mobilization meetings and strengthening performance communication and performance coaching.

(4) Strengthen training

We believe that the economic crisis is the best time to invest in human resources. In view of the low enthusiasm of employing departments to participate in training, the Ministry of Human Resources plans to give each employing unit a certain limit of training funds in 20xx and incorporate the training implementation into the annual assessment of each department. At the same time, we will continue to provide high-quality training information and training channels, strengthen training for new employees, and actively encourage business backbones and managers to teach professional skills. In terms of centralized training, it is planned to carry out a legal training in the real estate business and a risk prevention and control training in the trading business.

(5) Promote the harmony of labor relations and protect the rights and interests of employees

The relationship between bosses and employees is the most complex, common and subtle relationship in the world, and human resources workers serve as intermediaries. , not only to serve capital appreciation, but also to protect the rights and interests of employees.

First, continue to standardize employment management, strengthen supervision and review of labor contracts, wages and benefits, and reduce employment risks.

The second is to ensure employee welfare. In 20xx, the Human Resources Department will actively promote employee annual leave benefits. In order not to affect the company's normal business development, the company will protect employees through centralized annual leave and rotation of various departments. Annual leave benefits, and those who do not have annual leave for work will be given financial compensation.

Third, salary management will be more transparent, and the ratio of benefits and monthly salary will be clearer. In addition, we will refer to the practices of our peers to increase the wages of trainee employees from 20xx and provide rental subsidies for the transitional period.

The fourth is to listen to the opinions of employees, secure funds for employees’ spare time cultural activities, improve the current situation of the company’s old-fashioned image, two skins of management and business, and enhance the company’s vitality.

(6) Support the organizational work of the business department

In 20xx, the company completed the preliminary work of the real estate organizational structure, and the three levels of decision-making, execution and operation of the real estate business were distinguished , the situation of decentralized operations, multi-head management, and inefficient resource allocation has been alleviated, but the inertia formed over a long period of time is still at work. The human resources department will play a role in determining positions, formulating job responsibilities, dividing work processes, and formulating performance standards. . In terms of trade, we will actively provide talent, information, salary and assessment support for the company's trade business platform.

In short, I think I am basically competent. I will further strengthen my study in the future, ask for advice humbly, overcome my shortcomings, and do a better job. Thank you all! Summary of the company's human resources work 2

Facing the 20xx year that is about to pass, the reorganized human resources department appears in front of every employee with its due professionalism, pertinence, and systematic appearance. , now summarize and present it to the public, and accept the evaluation of leaders and brother departments.

1. Vigorously strengthen the development and construction of departments and comply with the company’s strategic development trends

1. Internal management of department employees

Human resources are the core of the company’s various systems and regulations In the formulation and maintenance department, under the attention and guidance of the general manager, who is in charge of the department, manager Li XX, the head of the department, has been continuously strengthening department management standards, strictly demanding team members, setting an example, and has become a role model for company employees to abide by the law and be professional and loyal. and role models, becoming a window for the company’s image and a mirror for self-discipline management.

(1) Continuous improvement of professional capabilities

Under the leadership of the department manager, the Human Resources Department conducts hours of professional knowledge learning and discussion and experience in each module in the afternoons every week Communication and problem analysis, training in management practice tools and English and Chinese language tools enable all department employees to continuously improve their professional knowledge and practical problem-solving abilities.

(2) Internal discipline and professional ethics

There is an unwritten rule within the human resources department, that is, every employee must strictly conduct self-management and restraint, and abide by the company's various policies. This system stipulates and must strictly enforce their own professional ethics. Every member must put the interests of the company first and must not engage in any behavior that violates principles and ethics.

This unwritten rule is the top priority that the department manager emphasizes in every internal department meeting, and it is also a standard that every member keeps in mind and strictly implements.

2. Optimization of the human resources work module

The human resources department is a highly professional management department that pays equal attention to theory and practice and covers a wide range of work levels. During each development cycle of a company's establishment, growth and expansion, its work depth and professional division of labor will also change accordingly.

Based on the development of the company and combined with professional knowledge in human resources management, the company's human resources department actively carries out internal professional division and integration, organizational structure adjustment and reorganization, and decomposes it into recruitment and training modules, salary and performance modules and employee relations and Transaction module.

In the end, the current situation of unified leadership by department managers, parallel operation of three professional modules, and overall internal work collaboration was established, which reflects the professionalism of enterprise management and the effectiveness of practical work.

3. System and process construction

As the main responsible department for the drafting, formulation, construction and implementation of the company's relevant management systems and processes, the Human Resources Department, under the guidance of the company's leaders, We have been keeping up with the company's strategic development requirements, changes in the external market environment, and updates of professional theoretical and practical knowledge, and have continuously updated, maintained, and drafted the company's various complementary, rigorous, practical, effective, and high-quality management systems and operational processes.

Since 20xx, the relevant system regulations and process construction completed are as follows:

Salary management system; performance management system; professional title evaluation management regulations; attendance and vacation management regulations; recruitment management regulations; Maintenance of training management system; update of employee reward and punishment management regulations; labor contract management regulations; file information management regulations; internal competition process; resigned employee management process; employee regularization process; employee change process, etc. Compilation and sorting out of multiple system processes , updates and maintenance.

4. Functional innovation

The Human Resources Department has a deep understanding that the new situation and new tasks have posed new challenges and new requirements for human resources work. According to the development trend of human resources management, combined with the company The current situation of human resources development and management work keeps pace with the times, insists on in-depth reform and innovation from multiple angles, and constantly explores new ways and methods of human resources development and management under the new situation. It includes the following aspects:

In the innovation of management concepts, every member of the Human Resources Department must update and correct their own concepts in a timely manner, keeping up with the times and the development requirements and direction of the company; in daily work , requiring members to have a good mentality, correct positioning, and service awareness, actively devote themselves to their jobs, strive to realize self-worth, and achieve the growth of the company and themselves.

In the innovation of management mechanism, the Human Resources Department fully realizes that human resources management is not only administrative, transactional, non-dynamic and non-dynamic, such as recruiting employees, processing procedures, salary payment, and resignation management. It is a continuous and non-systematic work, but an overall, comprehensive, systematic and strategic management function.

In actual work, human resources has actively completed a number of far-sighted and strategic tasks, such as establishing and formulating the company's medium and long-term human resources planning, human resources development orientation, and training around the company's strategic development direction. Planning, targeted salary and performance planning, design and development of company personnel competency and quality model systems, psychological and personality characteristics model systems and other innovative work provide many advanced management methods for the development of various tasks of the company. and tools.

2. Reform tasks with arduous responsibilities and outstanding results, eliminate unfavorable factors, and pave the way for the company's strategic development

For the company and the Human Resources Department, 20xx is a mission It was an arduous year, a year of great reform and change. In this year, we completed the reorganization and redivision of the organizational structure, the reshaping of the salary and performance system, the development and formulation of the professional title evaluation system, and the completion of advanced Introduction of fingerprint attendance system.

Starting from the end of 20xx, the company’s new general manager leadership team spent nearly half a year communicating, interviewing, and discussing with almost all employees in multiple batches, conducting external industry comparisons and focusing on the company’s long-term strategic goals. After positioning ourselves, we made a decision that was of historic significance to the company and all employees: to reform the salary and performance system.

It is an important measure aimed at increasing employees’ effective income, motivating employees’ work potential, eliminating unfavorable factors, enhancing the company’s core competitiveness and positive influence, and complying with the company’s long-term goals and strategic planning.

From the beginning of 20xx to the official implementation of the new salary plan, it lasted for half a year. During this period, the Human Resources Department, under the leadership of the company’s general manager team, fully invested in the analysis and discussion of the salary plan. and design projects.

Company Human Resources Work Summary 3

1. Statistical management of pension, unemployment, and medical insurance

I am mainly engaged in statistical management of pension, unemployment, and medical insurance. In 1995, the employee pension insurance of Zhengshi Company entered the stage of industry co-ordination. The nascent employee pension insurance work had to start with the collection, sorting and establishment of ledger records of the most basic employee pension insurance information. Do a good job in statistics of various types of pension insurance data to ensure the accuracy, completeness and timeliness of the information; in the process of handling and calculating the payment of pension insurance funds, I flexibly use the "Social Security Science" and related computer data that I have learned. Information base knowledge has modified the calculation of employee pension insurance payment base into a simple and reasonable functional formula, which has truly transformed the management of employee pension insurance from a single and aging manual operation to computer science management, greatly reducing the workload. , the accuracy of payment base accounting has also been improved, and has been well received by unit leaders and employees. Ensure that the basic original data of various insurance statistical reports are correct. In the above-mentioned insurance statistical report system, the indicator columns involve a lot of content and the indicator decomposition requirements are also more detailed. I carefully and correctly classify and process the content of each indicator in the statistical report, according to statistics. The report filling requirements ensure that the logical relationship of data changes is correct. If there are major changes in the indicator data in the table, timely adjustments and explanations of the changes are made, and statistics and summary are made in a timely manner.

In actual work, such cumbersome statistical work requires me, as a business manager, to conduct detailed analysis of business work effects from time to time, and analyze the overall business work effects from the perspective of qualitative and quantitative analysis. Only through evaluation can accurate quantitative report data be obtained. At the same time, comprehensive analysis of necessary enterprise insurance statistical data reports is also one of the important means to do this work. Taking pension insurance as an example, from the insured units, insured employees, The determination of the number of contributors, the payment base, and the collection amount of pension insurance premiums form a close work chain. When the indicator parameters are determined, the corresponding relationship between each indicator is very clear. . Through comprehensive analysis of various indicator data in statistical reports, I further improved the accuracy of reported statistical report data. Over the years, the insurance statistical information of my human resources department has been filled out in a timely and reliable manner, and the data is accurate. It has been highly praised by relevant business departments many times.

2. Daily salary management and job salary system reform

In the Human Resources Department of Zhengshi Company, in addition to being mainly responsible for the above-mentioned types of insurance statistics, I am also mainly responsible for the entire company. Employee salary management work. Hebei Zhengshi Urban Construction Development Co., Ltd. is a restructured private enterprise. The salary management of each of its subsidiaries is submitted to the Human Resources Department for final review after the company's labor and management personnel create a balance sheet for accounting. Since I arrived at Zhengshi Company in XX, the position structure and salary system implemented by the company has not changed much, and salary management has become a relatively simple daily management task. Despite this, I still carefully and conscientiously review the monthly labor wage statistics to ensure that all raw data are accurate and report them to various business departments in a timely and accurate manner according to the requirements of superior departments. Including monthly submission of personnel and labor wage reports to the Municipal Public Works Bureau Personnel Department. In addition, I have also established and improved various record accounts for the company's employee wage management, and handled daily employee regularization in accordance with regulations. , job changes, job changes, changes in seniority and other work adjustments. Over the past few years, I have handled all types of reports at all levels without errors or omissions, and there has never been a lag in time. I have been involved in relevant business inspections and reviews many times. Highly praised by superior business departments. Company Human Resources Work Summary 4

1. Overview of human resources work.

In 20XX, the company's human resources management and development will further improve the basic work of human resources; strengthen the appointment of positions and personnel, human resources training and development, human resources management informatization and the construction of human resources management systems; continue to Expand the vision of human resources, grasp the dynamics of human resources, absorb the latest human resource management ideas and concepts at home and abroad, and carry out human resource management reform and innovation.

2. Basic situation of human resources.

Omit

Third, 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, and strengthen labor cost control, based on the principles of leanness and efficiency, each subsidiary company determines positions and personnel based on the company's main business conditions. The specific situation is as follows:

Determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.

(2) Guangdong Xinyue should analyze the existing organizational structure, positions and personnel according to different business volumes such as highway project traffic safety facilities, communications, power supply, monitoring, and toll collection, as well as the total contract project amount, mileage and construction period. Carry out appropriate and reasonable optimization to control the number of personnel and labor costs.

(3) The industry shall determine positions and personnel according to different business conditions such as highway construction material supply, total supply and mileage, construction period, project scale, and information technology services.

(4) Based on the characteristics of shipping and newly expanded businesses, VIA will prepare job qualifications and job descriptions in sections on the basis of the existing fixed staff.

At the same time, we conducted research on the job and staffing work of each project by visiting Guangzhubei, University Town, Qujiang, Backdoor Service Area, Guangwu and other projects, and mastered first-hand job and staffing information.

Actively promote the construction of 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.

In accordance with the overall requirements of the company's management system, the company headquarters has completed human resource management and development such as employee training measures, interim measures for human resources management, interim measures for employee attendance management, labor contract management measures, and personnel file management rules. Compilation of the first draft of the system. Among them, the pilot measures for employee remuneration and benefits and the interim measures for employee performance appraisal have been officially promulgated and are being implemented. Company Human Resources Work Summary 5

20xx is a harvest year for the Human Resources Department. This is the year when human resource management truly transforms from transactional management to modern human resource management.

Under the correct leadership of the leaders of the group company, under the correct guidance of the relevant departments of the development zone, with the strong support of all departments of the company, and with the joint efforts of all staff in the department, our department Closely focusing on the development goals of the group company and the entrepreneurial spirit of "unity, pragmatism, pioneering and innovation, we study diligently, work actively, and work together to better complete various tasks assigned by superiors and company leaders.

1. Carry out training for all employees to improve the quality of employees

Modern human resources management is to help the company improve the quality and skills of its employees in the face of constant changes and achieve the company's strategic development goals. This requires creating a company. The company culture network-Internet secretarial resource network allows all employees to understand it. Therefore, the Human Resources Department has increased its efforts to improve the system, revised and improved the "Labor and Personnel Management Regulations", issued an employee handbook, and based on employee needs We have formulated a detailed training plan for all employees and organized its implementation.

2. Active learning, pioneering and innovation

In terms of human resources management and development, our department has further established the foundation for human resources management. At the same time, while strengthening the effective combination of job and personnel appointment, human resources training and development, human resources management informatization and human resources management system construction, we will continue to broaden the horizons of human resource managers, grasp human resource trends, and absorb advanced external human resource management ideas. and concepts, to carry out human resource management reform and innovation

3. Management and deployment of human resources

This year, in order to maximize the company’s interests, we will focus on our tourism industry in different seasons. , Different positions have different manpower requirements. Our department allocates staff in a timely and reasonable manner to ensure the orderly operation of each position.

1. At the beginning of the year, our department completed the placement of the group company in a timely manner. The final work of the employment of Peng Louzi and Shi Taizi's children was completed, and labor contracts were signed with the 12 relocated children of Peng Louzi and Shi Taizi.

2. In order to meet the needs of the company's development, the company's leadership team. After making a decision to recruit some professional management talents and professional technical talents from the society, our department immediately began to publish recruitment information through the well-known recruitment platform - Zhaopin Recruitment. Within two weeks, our department reviewed these personnel through written examinations, interviews, and physical examinations. After screening one by one, *** was hired by our company. This open recruitment is also the first time since the establishment of the group company, which has injected fresh blood into the vigorous development of the company.

3. Work hard. The assessment of company cadres and employees is an important task of the Human Resources Department. In the past year, under the leadership of the department leaders, we conducted functional evaluations of cadres and employees at all levels to understand and master the performance of employees in their positions. In order to further strengthen the enterprise's labor and personnel management, our department established and implemented the adaptability of employees' work conditions under the unified assessment standards, and promoted the work of various departments and offices.

The modern enterprise management system that is compatible with the market economy system guides employees to work rationally and standardizedly, fully mobilizes the creativity and enthusiasm of employees, and works hard around the development goals of the group company. Our department has carefully drafted the "Labor and Personnel Management Regulations" 》, which will be implemented after discussion and approval by the Workers’ Congress;

5. In order to ensure that employees of the company who are injured in accidents due to work receive medical treatment and economic compensation, our department has streamlined the handling of work-related injuries and work-related injuries. Disability assessment work procedures.

6. At the end of last year, our department drafted the "Group Company Salary Reform Plan", which is currently in the discussion stage.

IV. Work vision for 20xx

Continue to uphold the corporate spirit of “unity, pragmatism, pioneering and innovation” and design the work for the next year.

1 , Formulate the "Group Company Wage System Reform Plan" and organize its implementation after approval.

2. Complete the determination of employee seniority

3. Establish a performance appraisal plan and organize its implementation.

4. Information account of cadres and technical personnel.

5. Organize files and complete relevant recruitment procedures that are missing in the files.

6. Design and organize the implementation of employee job training in 20xx.

7. Further implement the distribution of labor protection supplies.

8. Carry out personnel deployment in a timely manner.

Many good factors in 20xx will surely become the catalyst for the rapid and great development of our group company. In the process of comprehending the bits and pieces of the past year, all employees of our department will surely take a solid step forward. With solid steps, human resources management truly becomes the cornerstone of corporate development.