5 Next Work Plan of the Ministry of Human Resources

Work plan of human resources department 1

I started working on the 20th and have been working for half a year. In the intense, busy and

5 Next Work Plan of the Ministry of Human Resources

Work plan of human resources department 1

I started working on the 20th and have been working for half a year. In the intense, busy and fulfilling work, with the help of company leaders and colleagues, I have made progress and shortcomings in my study. Since I joined the company, I have been mainly responsible for personnel, simple administration and logistics. From June _, I officially began to take over the personnel work of the club. The following is a summary of my work in the past six months:

A, synchronous update:

1, address book, roster, timetable

3, attendance fingerprint entry

4. Add, change and delete attendance systems.

Check sick leave according to the leave slip. Offset overtime, vacation and personal leave. Overtime work of finance, catering, cashier and other departments is suspended.

Second, personnel recruitment.

1. Over the past six months, more than 40 people have made appointments for interviews through various channels, and the actual number of people participating in interviews is not less than 20. However, because the company and the candidate can't reach an understanding in some aspects, no suitable candidate has been found so far. Since this year 1 month, our company has 43 employees, and the turnover rate of 44 employees who left the company has reached 80%. In February and 10, we passed a small campus job fair. Due to the small scale of the job fair, the number of applicants is relatively small, and no suitable candidates have been recorded.

3. The recruitment for the position of catering waiter has been going on, but few people came for an interview and there was no suitable candidate, so they didn't join the job.

5. In the past six months, the club wastes have been sold for six times, with a total amount of 1070 yuan.

Follow-up work arrangement of intransitive verbs

1, fully study the company's relevant systems and documents; Conducive to the unified and coordinated development of individuals and corporate vision.

2. Analysis of future work.

(1) Shortcomings in improvement work;

② Further study in human resources;

(3) In view of the problems that are not progressing smoothly in the work, screen out the ideas and rearrange them;

Seven. abstract

Over the past six months, I have basically understood what the interviewer wants to know by making appointments for interviews many times. By attending the job fair, I have seen the work flow of the job fair and the arrangement of various matters, which has greatly improved myself. I also have a deeper understanding of the company's personnel policy. There are some mistakes in some work, and I will continue to improve and work hard in the future.

Work plan of human resources department 2

1. Learn and master the salary, employment policy, welfare and departmental employment standards of the hotel, and make basic preparations and guarantees for recruiting personnel and serving employees well.

2. Staff recruitment

(1) After the candidate hotels publish the recruitment notice information, they mainly publish the recruitment information through the talent market, xinyi city talent network and TV rolling subtitles (or short message groups). Hotels can also recruit employees through publicity color pages, publicize hotels and expand their popularity. I have to recruit myself with social workers.

(2) The employment mechanism is to arrange the most suitable person in the most suitable position. According to the intention of the applicant and the specific actual situation of the personnel, guide and guide the personnel to match the actual situation of the employees with the positions they apply for.

(3) Prepare personnel to establish the talent pool of the hotel, timely register and back up the information of personnel interested in working in the hotel, and ensure the timely replenishment of department personnel and the normal operation of posts.

(4) There is a great turnover in the hotel industry, which is a great threat to the stability of service level, especially the turnover of excellent employees, and it is urgent to control the turnover rate. At ordinary times, we should take the initiative to "talk" with employees at work, give timely ideological guidance to employees who are inclined to leave and are ready to leave, find out the main reasons for their resignation, and ensure the stability of 1/3 and the reasonable flow of 2/3 employees.

3. On-the-job training provides employees with training in hotel history, basic etiquette and courtesy, security and fire fighting, safety production, employee manuals, etc., and provides ideological guidance for employees, so that employees can have a very appropriate understanding and understanding of the hotel from the fundamental ideological understanding and mentality, and ensure that they establish correct thinking concepts, service concepts and work concepts in their work.

4. Logistics Support Without logistics support, the stability and normal operation of the hotel cannot be guaranteed. Strengthen the supervision and management of dormitory, canteen, water and electricity, office supplies at work, and create a better living and working environment for employees.

5. Create the corporate culture of the hotel, emphasize the entrepreneurial spirit and shape the corporate image.

The image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise. The human resources department is the "hotelier" that employees contact for the first time, and it is the window for candidates to form their first impression of the hotel, so the gfd, cultural literacy and comprehensive quality of the employees of the human resources department are the direct reflection of the hotel profile; Employees in the human resources department should explain "hotel culture" to employees at the beginning of their employment, so that employees can understand the hotel culture and identify with the corporate culture, because this can not only reflect the strategic objectives, group consciousness, values and moral norms in the production and operation activities of enterprises, but also condense employees' sense of belonging, enthusiasm and creativity, reduce the flow of personnel and guide hotel employees to work hard for the hotel and their own development.

6. Inform the staff of the decisions and policies of the hotel's senior leaders in time, report the suggestions and opinions collected by the staff on weekdays in time, and put forward their own opinions and suggestions according to the specific situation of the hotel, so as to keep the personnel flow to a minimum.

First, improve the system and realize standardized management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. With the continuous development of society, a perfect management system is undoubtedly the basis of its sustainable development. Therefore, it is urgent to improve the original rules and regulations and apply a reasonable and scientific hotel management system. In order to further improve the hotel system and realize the standardization of management, 19 will revise the employee handbook to make employees "have laws to follow". Of course, while emphasizing consistency, we also pay attention to giving employees the freedom to develop their talents, and launch a new salary plan to encourage employees to use their brains and hands to a greater extent.

Second, strengthen training and improve the training mechanism.

The competition of enterprises ultimately boils down to the competition of talents. At present, the comprehensive quality of employees in all departments of the hotel generally needs to be improved, especially the department heads and foremen, who have great responsibilities. It is necessary to make a training plan according to the actual situation and really help them. In addition, the training of new employees is crucial.

19 educate all employees on relevant rules and regulations every quarter, and do not conduct etiquette training once every six months. In addition, the practical training of relevant skills of various departments must also be conducted once every six months. And the training is assessment, and the salary level is determined by the actual assessment of skills and the usual hospitality etiquette and attitude. This can strengthen the customer service of employees and make our software by going up one flight of stairs.

Third, assist the department and actively listen to the suggestions and opinions of employees.

Continue to cooperate with various departments to assist in handling incidents. 19 is a year of hotel expansion and growth, and having a United and innovative team is the guarantee for its development. Therefore, actively listening to employees' suggestions and opinions is the focus of the personnel department. Only when employees can happily serve our customers can we develop better and faster in the new year.

Work plan of human resources department 3

First, the overall goal of human resource management system construction:

1. Ensure the realization of the company's strategic objectives;

2. Continuously improve the per capita output benefit of employees;

3. Establish a talent incentive mechanism to create value for the company.

Second, the relationship between the construction of human resource management system and the company's strategic objectives:

Based on the company's development strategy and business development needs in the next 3-5 years, starting from the current situation of the company's human resource management system and the reality of all components of human resource management, it is suggested that the company's human resource management system should adopt the development model of "overall grasp, sub-item implementation and one step in place".

(a), the company's strategic objectives:

1. Development goal: During the Twelfth Five-Year Plan period, it will become a national comprehensive group with considerable brand awareness, with real estate development as its main business and financial loan services and tourist hotels as its auxiliary business.

2. Growth scale: national profits and taxes in 20xx are 654.38+0 billion yuan, 654.38+0.2 billion yuan in 20xx, 654.38+0.5 billion yuan in 20xx and 0.2 billion yuan in 20xx.

3. Business model: focus on the development of fine real estate, and meet the needs of customers with high value-added financial products and services and the development and management of tourist hotels.

(2), the relationship between the construction of human resource management system and the company's strategic objectives:

1. Ensure the realization of the company's strategic objectives with the construction of human resource management system and promote the construction of the company's culture;

2. Continuously improve the quality and professional skills of employees through training, and provide a cascade talent pool for the company's subsequent development;

3. Promote the high performance of employees through effective incentive mechanism, and enhance the motivation of the company's own reform and innovation.

4. Form a scientific and reasonable human resource management system to effectively guarantee the sustainability of the company's development.

Third, establish a performance-oriented salary system.

Encourage people by combining performance appraisal with salary, truly link rewards with effects, performance determines salary level, performance determines promotion rewards and punishments, persistently implement preferential incentive policies for outstanding talents, encourage employees to actively create value, and form an atmosphere of creating and sharing value for the company. It is suggested that while providing material incentives, the company should constantly improve the level of spiritual incentives and ensure the company's continuous incentives to employees by formulating certain differences.

By establishing a performance-oriented salary system, the salary level and scope of employees are determined, and the market competitiveness of the company to attract talents is further improved. The company's goal is: "what is the assessment, what is the harvest." For the company's business objectives, what is important is profit; For managers, what matters is performance; For employees, what is important is personal development and the realization of personal value. And the foundation of all this depends on the realization of the company's strategic goals. Therefore, the company's assessment of employees' key performance, the setting of assessment objectives, the selection of assessment standards and the selection of assessment weights will directly reflect the company's business philosophy and management ideas and directly affect the company's incentive methods for employees. In the daily management practice, employees' personal qualities, work skills, work attitude, work performance and other aspects can be quantitatively assessed, the monthly basic assessment indicators can be standardized, the control of assessment plans and processes can be strengthened, and the company's interest distribution system that rewards the excellent and punishes the poor and pays attention to incentives can be strengthened, making it an important incentive system for the company to encourage employees to grow.

Four, combined with the company's strategic objectives of the training system construction

Under the current market economy in China, although each employee's success standard in the organization is different, pursuing personal development and realizing self-worth is the ultimate goal of each employee! Therefore, training is not only the foundation of personal development pursued by employees and the welfare that employees dream of, but also the unshirkable obligation and responsibility of the company, and it is also one of the most effective incentives for the company to motivate employees. By organizing training, the company not only gives employees room for growth and opportunities for development, but also is an important management tool for the company to tap the potential of employees, meet the needs of employees and achieve the company's strategic goals. How to integrate all employees into a whole and form an organization with strong cultural cohesion to meet the requirements of the company's development is the training system construction goal of the human resources department this year. By formulating the employee training management system, collecting the training needs of various departments and the human capital requirements required by the company to achieve strategic goals, the company establishes an annual training plan, and implements training programs such as basic induction training, management skills training, quality management training and teamwork training to meet the needs of the company's rapid development.

Verb (abbreviation of verb) further improves and optimizes the company's human resource management system.

One of the main tasks this year is to continue to optimize and improve various norms and management systems of human resources management: labor contract management system, salary management system, performance appraisal system and employee training management system. In the process of employees entering the company, from performance appraisal to daily management, from entry to resignation, the human resources department can operate according to the procedures stipulated in the relevant documents of the company, adopt the principle of treating things rather than people, and provide humanized services for employees as much as possible, hoping to achieve the principle and seriousness of various personnel work. Let every employee feel the company's "people-oriented" management concept and humanized design of various management systems from the perfect details related to their own vital interests.

Work plan of human resources department 4

According to the actual situation of the company's human resources management and operation, combined with the development strategy of the group company, the work of the human resources department in 20xx years will be revised and improved on the basis of 20xx years to meet the human resources support required by the development and operation of the head office. In 20xx, the Human Resources Department plans to carry out the work in 20xx from the following six aspects:

First, modify and improve the human resource management system.

1. Establish and improve the corresponding human resource management system in recruitment, training, assessment, labor contract, etc., and constantly improve it according to the actual implementation, and change human resources from "person" to "law".

The systems that need to be established and improved include recruitment management system, employment management system, personnel transfer system, attendance management system, leave management system, training management system, assessment management system, reward and punishment management system, dismissal management system and personnel file management system.

2, the implementation of the system is an inevitable means of enterprise management, but the rationality and scientificity of the system depends on the feedback information after implementation, in order to better improve the management system and improve the management level.

(1) Conduct a systematic investigation on management, team building, reward and punishment performance, etc.

(2) Create opportunities and ways for employees to interview the manager of human resources department, and talk about their own understanding and suggestions on company management.

(3) Through interviews and questionnaires, fully understand employees' satisfaction with company management and all aspects, so as to provide improvement suggestions to decision-makers in time.

3. Improve job responsibilities and establish new departmental functions and job responsibilities.

This year, the Ministry of Human Resources and the Ministry of International Trade were added, and the departmental responsibilities and post responsibilities of the two departments were established. Improve the responsibilities of other departments and posts.

4, according to the job responsibilities to develop corresponding work standards, improve the establishment of various forms of personnel management, improve the level of personnel management.

Make the work of the staff in the corresponding posts have specific qualitative and quantitative standards, so that they have a comprehensive understanding of the content, methods, procedures and quality requirements of the work and work according to the corresponding standards.

Establish and improve various personnel reports and other forms to standardize and program the work and improve the level of personnel management. For example, the application form for employment needs is filled in by the demanding unit or department, and the relevant requirements of the required personnel are filled in detail, so that the personnel department can have standards to follow and documents to check when recruiting.

5. Establish an internal communication mechanism to ensure smooth channels. Strengthen team building, enhance team cooperation awareness, strengthen employee relationship management, and improve enterprise cohesion.

(1) Establish the internal information communication system of the company. Establish and standardize internal communication process.

(2) People-oriented, dignity first. Keep in touch with every employee of the company and give them full respect and attention.

(3) Actively organize various collective activities and recreational activities within the company, strengthen the emotional ties of the team, and enrich employees' spare time. Improve enterprise cohesion.

(4) Organize employees to go out to study, visit the management and work experience of other superior companies, enhance team feelings and improve work ability.

Two, comprehensively carry out and implement the recruitment and reserve of reserve talents.

Conduct recruitment and talent reserve in an all-round way, broaden recruitment channels and ideas, and recruit talents in all aspects for the company. Meet the needs of the company's development, complete the recruitment work and improve the recruitment quality.

Recruit talents according to the established organizational structure and job analysis of various departments and positions to meet the company's operational needs. In the process of achieving the goal, the human resources department will make necessary analysis and control on the human demand of each department. Considering that the company is currently in a rapid development stage, the human resources department will do three things well in personnel recruitment and allocation: meet the demand, ensure the reserve and carefully recruit.

Based on the principle of low-cost recruitment, we should try our best to recruit senior managers and technicians through free online recruitment and introduction of existing external technicians, and actively recruit senior managers and professional technicians for enterprises to meet the needs of enterprise development.

For the recruitment of a large number of ordinary staff, TV recruitment, talent exchange meetings and other channels are used to actively choose other cost-free channels to make a good reserve to meet the needs of employers.

Do a good job in the reception of candidates who come voluntarily at any time, establish backup files, and arrange work for outstanding personnel in time if there are job vacancies.

Three, the establishment of a three-level training mechanism, training implementation, assessment and evaluation analysis. (See the training plan for details)

Fourth, improve the performance appraisal system, establish a hierarchical and segmented appraisal mechanism, and conduct appraisal implementation, evaluation and result feedback.

Adhere to the principles of fairness, justice and openness to carry out the implementation, evaluation and result feedback of assessment work, and improve the authority and effectiveness of performance appraisal. Further improve the performance appraisal management system.

(a) to establish a hierarchical and time-divided evaluation standard and workflow, and implement it.

1. Establish different assessment standards and work processes for all units, departments and senior management, technology, business, management and employee positions.

2. Establish monthly, quarterly and annual assessment standards and work processes for personnel of all units, departments and levels.

3. Evaluate and implement the performance of each department according to the work plan and financial indicators of each department, and combine the evaluation results of the department with the performance appraisal results of employees to balance the performance salary of employees.

(B) Strengthen communication and solve problems in the implementation of the performance evaluation system.

1, change the concept of managers and employees.

(1) Through training, change ideas, and make performance management shift from one-way leadership and control of managers to real cooperation between the two sides; Improve the quality of managers and employees.

(2) Many managers and employees think that evaluation is a management behavior aimed at past performance and achievements at the end of the month, but in fact, through evaluation, it will play a more effective role in promoting the ability improvement and career planning of the appraisee.

2. Establish a three-level evaluation system. Implement employee self-evaluation, directly lead the evaluation, and establish a performance evaluation team.

The assessed conducts self-evaluation and direct leadership evaluation, and accepts the audit and supervision of the performance leading group. If the evaluation result of the direct leader is unfair or deviates from the facts, the performance leading group can make adjustments through auditing and supervision. This ensures the fairness and justice of the evaluation process and results.

3. Establish a performance evaluation complaint system.

If the department leader has a deviation in the rating of his subordinates, he can return it for re-evaluation. When employees dispute the evaluation results, they can lodge complaints, and the performance leading group will mediate, so as to be objective and fair.

4, the implementation of performance evaluation training for managers.

Make managers understand the performance evaluation system itself, cultivate a sense of responsibility, and master the skills and methods of performance evaluation.

Five, improve the management of labor contracts and solve labor disputes.

1. Formulate labor contract management system and sign labor contracts with employees according to relevant national and local laws and regulations. The labor contract management system and the signing of the labor contract shall not conflict with the relevant laws and regulations of the state and local governments as much as possible. Avoid bringing losses to the enterprise due to irregular labor contracts and affecting the corporate image.

The contents of the speech made by the leaders of the county personnel bureau at the conference on personnel establishment and social security work, this year, the labor department will strengthen the supervision and law enforcement of enterprises signing labor contracts, and realize that the labor contract signing rate will reach 90% within 16 years.

First of all, according to the Labor Contract Law, sign labor contracts with managers and technicians, and gradually realize the signing of labor contracts by all employees. The signing rate of labor contracts reached the requirements of local government departments during the year.

2. It is one of the basic tasks of human resources department to coordinate labor relations and reasonably control the turnover rate of enterprises. Be familiar with local labor laws and regulations and avoid labor relations disputes as much as possible. Strive to make every employee who leaves the company have no big complaints and regrets. Establish a good image of the company.

(1) The handling of labor relations is a sensitive job, which involves both the overall interests of the enterprise and the vital interests of every employee. The relationship between employers and employees is complementary, with the same interests and the gap of mutual needs, and it is a unified cooperative relationship in contradiction. The human resources department must proceed from the fundamental interests of the company and strive for reasonable and legitimate rights and interests for employees as much as possible. Only by standing in an objective and fair position can we coordinate labor relations. Avoid employee dissatisfaction caused by too much consideration of the company's interests, and don't harm the company's interests by accommodating employees' demands.

(2) The control of personnel turnover rate should be reasonable. Too low turnover rate is not conducive to the adjustment and improvement of the company's talent structure, to the company's increase of fresh blood and new talents with different knowledge, work experience and social consciousness from the company's existing talents, and to the formation of a conservative corporate culture, which is not conducive to the company's reform and development; However, the high turnover rate will easily lead to people's instability, and employees' low loyalty and familiarity with their work will lead to low work efficiency, and the inheritance of corporate culture will not continue smoothly. In daily work, the Human Resources Department should always pay attention to the ideological trends of employees, understand the real reasons of every employee who leaves the company, make a good analysis from them, find out the countermeasures, and ensure that the abnormal flow of employees is avoided.

Finally, after the plan is approved by the leader, the human resources department organizes the work according to the approved plan.

Work plan of human resources department 5

In 20___ years, under the direct leadership of hotel leaders and with the strong cooperation of other departments, the Human Resources Department carried out its work according to the work plan formulated years ago; In human resource management, some achievements have been made, but some shortcomings have also been seen. In order to do a good job in the future, we will make the following plans for the 20-year arrangement:

First, control personnel costs, and each department will create posts and personnel.

Make rational use of resources and control the quantity and quality of hourly workers.

Second, increase staff training and improve service quality.

1. Train new employees in hotel employee manuals and rules and regulations, organize employees to participate in hotel service etiquette training regularly (the training is the responsibility of the office and the trade union), and all departments train new employees in service skills.

2, standardize the hotel employment system, new hotel employees must go through a unified interview with the personnel department, and those who pass the interview can be hired.

Third, standardize employee entry and exit procedures and strengthen employee stability.

1, front desk attendant, food delivery staff, kitchen, high mobility in loading and cutting. In this year, the number of waiters who left the company was 1 10, and there were 46 food delivery workers, 35 people were loaded and cut, and 36 people were cut. The situation of voluntary resignation in the first half of the year was more serious. Standardize the turnover process of hotel employees.

2. The staff in the housekeeping department and the logistics department are relatively stable, but the security guards are also highly mobile. Since May 20th, the number of security guards who have left their posts is 38.

In view of the high mobility of personnel, some suggestions are put forward:

1. Before employees start their jobs, the hotel provides induction training, hotel etiquette training, store rules and regulations and employee handbook training. Training is the responsibility of each department or administrative office.

2, the restaurant foreman assessment, can live.

1) Conduct monthly assessment on the foreman, including training and assessment on manners, service skills and management skills. Those who fail the continuous assessment will be demoted.

2) Set up the position of waiter/vegetable delivery team leader, reward excellent waiters and be promoted without pay. Excellent team leaders can be promoted to internship foreman after examination.

3. Reward the waiter/food delivery booth 10-20 yuan, and give the person in charge a commission to improve the work enthusiasm of the waiter/food delivery staff.

4. Organize employees to conduct hotel service etiquette training on a regular basis, and hire a training teacher (or serve as a senior foreman/manager of the hotel) to meet the needs of employees to improve themselves.

5. Make birthday benefits for employees, send birthday cards (in the name of the general manager), and hold a group birthday party for employees at the end of the month, so that employees can feel the hotel's concern for him and meet the needs of belonging.

6. Establish annual leave. Employees in front-line business departments can enjoy a week's paid vacation except during the Spring Festival and when the hotel is busy.

7. In view of the high turnover rate of security personnel, after investigation, the main reason is that the security personnel after joining the company can't meet the requirements of the supervisor. In view of this situation, the interview of security guards has been strictly controlled for 20 years, and a two-level doorman system has been implemented to control the mobility of security guards and ensure the orderly progress of hotel security work.