Self-summary of annual assessment form for labor service personnel

Self-summary of annual assessment form for labor service personnel

Self-summary is a personal self-summary of a period of time. It can make us more efficient. Come and write a self-summary. . So how to write a new way of self-summary? The following is a self-summary of the labor personnel annual assessment form that I compiled for you. It is for reference only. Let’s take a look at it together.

Self-summary of annual assessment form for labor personnel 1

Time flies, and time flies by. In the busy work, I have been working in the xx workshop for five years unknowingly. Looking back on these five years, In the past five years of work, I have seen the results and found the shortcomings. I will now summarize my work in the past five years as follows

1. Work situation

In March 20xx, I entered the xx workshop for internship. On the first day of work, the deepest feeling I felt was that I had a great responsibility. Safety in production is life; safety is the greatest benefit of an enterprise; safety is the foundation of family and personal happiness. In the past five years, I have strictly implemented job safety operating procedures. Strictly carry out safety inspections before starting work; conduct routine inspections before using the overhead crane. If any abnormality in the device or parts is found, it must be eliminated before use, and the bell or alarm must be sounded before driving. During operation, when the crane hoists an object close to a person, it should also give an intermittent ringing sound as a reminder. Be energetic and focused when operating. Resolutely adhere to the principle of "no hanging" at work. In terms of crane maintenance, maintenance and cleaning should be carried out carefully to keep the performance of the crane in optimal condition and actively participate in safety learning. Ensure safe driving without accidents within five years.

No matter how heavy and busy the production tasks are, I will actively devote myself to the work, resolutely obey the arrangements and requirements of my superiors, and humbly learn business skills from my colleagues; strengthen cooperation and language exchanges with ground personnel, and become familiar with various tasks. The differences in operational requirements of process flow, completion of various production tasks on time and safety, and efforts to do one's own job well.

2. Existing shortcomings

Although my technical level and work ability have improved a lot than before through hard work, there are still some shortcomings.

1. There is still insufficient cooperation and communication with ground personnel at work.

2. There is also room for improvement in personal learning and cultivation, and I am not proactive enough in learning.

3. Short-term goals

1. Strengthen cooperation and communication with ground personnel, do a good job in call response, and strengthen the learning of their own work skills to further improve their own work abilities. improvement and strengthening.

2. Establish the concept of lifelong learning, strengthen the study of one's own cultural quality, and continuously improve one's own quality.

(Currently studying at Radio and Television University, I will get a college diploma by the end of the year)

3. Be proactive at work, unite colleagues, and combine different working environments and personal tempers and personalities Cooperate well with front-line work to make various interpersonal relationships more harmonious and harmonious.

The year of xx is a year where opportunities and challenges, difficulties and hopes coexist. With the progress of society and the development of the industry, the competition between enterprises has become increasingly fierce. The company’s goal of xx billion requires the entire company All employees work together. As a member of the company, I will strengthen my awareness of independent management, have the courage to pioneer and innovate, strengthen theoretical and business learning, and continuously improve my business technical level. I will also encounter many difficulties. I believe that with the care and training of my leaders, the help of my colleagues, and my own efforts, I will continue to improve my work skills and personal cultural quality, and make due contributions to the construction of the enterprise. . Self-summary of annual assessment form for labor service personnel 2

The first point: standardized management and institutionalized management.

As the saying goes, "There is no rule without rules." Since the project department is the core of management of a project, it must have a binding force on the team to be managed. This restriction is a norm and a system. The construction of the management framework mainly includes the following three aspects:

1. Various social laws, regulations, norms and guiding technical regulations. These things come from society and have been fully confirmed in practice.

2. Various rules and regulations of enterprise and various supplementary provisions. These things come from the company's own experience summarization and lessons learned. It is a summary of the company's own situation, is closer to reality, and is more operable.

3. The project department’s various technical explanations, agreements and constraints on the construction team. These are partly the concretization of the various previous texts, partly the targeted suggestions for a certain project, and are the most direct source of information for the team on various constraints. Therefore, the project department’s technical briefing must be detailed, complete, truthful, and frequent, and must run through the entire project.

In the institutional management of the team, dogmatism must be strictly guarded against. Every construction project has its own particularities. There is no system that can be copied completely, and no explanation can be exactly the same. Learning and applying effectively is the key to successful management.

The second point: Integrity management

A person cannot stand without trust, and a person must be trustworthy. Before making a commitment yourself or asking others to make a commitment, get a detailed understanding of the actual situation.

Otherwise, it will be difficult to fulfill the promise, and it may even be misleading, resulting in greater losses.

The commitment made by the project department is mainly reflected in project funds. Some project managers often blindly make commitments focusing on funding priorities in order to compete for deadlines, progress, or even win over people's hearts. Without a foreseeable estimate of the capital situation in advance, once the capital recovery is not ideal, it will often put itself in a dilemma, making it difficult to organize production and losing the trust of the construction team in the project department.

The commitments required by the project department from the construction team are mainly in terms of project quality and project progress. Before having an in-depth understanding of the project, it is not appropriate to blindly ask the construction personnel for quality and progress. In the eyes of many front-line construction workers, the project department's instructions cannot be questioned, and the project department's requests must be agreed to. But it should be noted here that what I said is "must agree", not something that can definitely be completed. Many project managers do not understand the actual quality and progress of the project, but are accustomed to setting hard targets. Due to the "majesty" of the project leader, the construction team will often agree first. Even if this target exceeds their actual ability, it is impossible to complete the target on time. This kind of temporary muddle-through mentality is very common among the team, which directly misleads the project construction.

Based on integrity, let the facts speak for themselves. Sometimes, a big, empty promise is worse than a kind rejection.

The third point: humanized management.

Management is also a technology. I divide management, especially the management of people, into three categories, namely "overbearing" management, "kingly" management" and "judo" management.

"Overbearing" management pays attention to principles. Under construction Where there is no compromise, we must adhere to the principle. During construction, we must strictly control the quality and not let go of any small mistakes. Make disclosures beforehand, supervise during the work, and inspect after the fact. The supervision must be thorough and the inspection must be careful. Don’t let go of problems, don’t ignore them, don’t downgrade them, and resolutely put an end to the perfunctory mentality of “just enough”

“Kingdom” management is about magnanimity, project management is important, and management must be quality and competent. The current construction team is an extensive labor combination with low cultural level and low overall quality. It is easy to blindly follow and be impulsive. Any small friction may trigger a series of incidents and sometimes violence. Incident. As the saying goes, the daily behavior of a project management team will be imitated by the construction team. This requires the project management team to always pay attention to their own image, persuade others with morality, and be tolerant of others. A reckless project manager cannot lead a successful project department, and an impetuous project department cannot lead a solid and reliable construction team.

"Judo" is about strategy, and what I call "judo management" is also true. It can be said that it is a kind of affectionate management. Workers are also human beings, and they have needs and requirements. Sometimes, the so-called "good advice and help" are often ignored when managing people. , the approachable project department is the "native family" of the team workers, it is like a family. The workers can help you see what you have overlooked, and the workers can detect for you what you have missed. Invisibly, the project department feels like more. A lot of eyes, a lot of hands. Management depends on everyone. Management not only depends on the managers, but also depends on the joint efforts of the people being managed.

A team that does not need management is ideal. It is impossible. In this case, let us work together to consider how to manage our own team. Self-summary of the annual assessment form for labor personnel 3

In 20xx, in human management. Under the command and support of the leadership team of the office and Minister L, I have successfully completed various tasks such as collective human resources agency, talent dispatch, file acceptance and settlement of graduates from outside the university and technical secondary schools, etc. The work report of the past year is as follows

1. Business completion status (as of December 22, 20xx)

Under the agency of Minister Long and with the active cooperation of colleagues in all departments , 612 people went to the Tourism College, Polytechnic University, Medical College, and Teachers College to apply for human resources agents for graduates from outside the city; in 20xx, 4 new collection agencies and 5 dispatch units were newly developed, with 87 new dispatched employees; 2 dispatches were organized Pre-job training for employees.

2. Business improvement

Actively participate in various political and business studies organized by the Human Resources Management Office. This year, I went to the district talent market to learn various businesses. With the support of the talent market, I obtained the Vocational Instructor Assistant Certificate and the Human Resources Service Industry Employment Certificate. In the continuous learning and charging, I found out the shortcomings and gaps in my own work, corrected them in time, and gained recognition from the employer and praise from the leadership.

3. Work Highlights

As a highly comprehensive and large-volume management department, the Outreach Training Department must develop, dispatch, and recruit fresh graduates from outside the city. The external liaison department, which handles business such as human resources agency, settlement processing, and SYB entrepreneurship training, must also complete the daily payment of five insurances and one fund to each dispatching unit, pay the wages of dispatched employees, manage the files of the dispatching unit, and handle the entry and exit procedures for dispatching personnel. For expenses collection and other business, under the unfavorable conditions of small manpower and heavy tasks, the Outreach Training Department, under the leadership of Director Long, brainstormed and summed up past experiences and lessons, and we explored a new and efficient management method. Remarkable results have been achieved.

(1) "Innovation" in the promotion of personnel files of college graduates. In terms of preliminary publicity of personnel files of college graduates this year, we summarized last year's experience and contacted the person in charge of the university in advance. First, use the college admissions and employment network as a publicity platform to place online publicity materials in advance. Third, create new publicity content and door-to-door publicity. Let graduates understand the relevant knowledge of graduate personnel files in advance.

Firstly, it reduces the business pressure of the department in transferring the personnel files of college graduates in the later period; thirdly, it allows graduates to understand the relevant procedures for graduation and leaving school in advance, so that they can leave campus more calmly and easily.

(2) "Two mentions" in developing dispatch and agency units. When developing dispatch and agency units, if we still follow the traditional method of visiting multiple places and door-to-door publicity, it will inevitably cost a lot of money. Manpower and time, if you blindly develop business without understanding the personnel file management needs of other units, you will not achieve good results, and you will inevitably neglect the tracking and management of the files of the collective unit. We will use new media such as Guilin Evening News, Guilin Tourism Talent Network, and various school websites to widely publicize our business and "enhance" the reputation of the talent market in all sectors of society. Using QQ to conduct business contacts with units and individuals has "improved" our work efficiency.

(3) "New Development, Heartfelt Service" Promotes Business Development In terms of talent dispatch, Guangxi Lipu Rural Cooperative Bank, Guangxi Pingle Rural Cooperative Bank, Guangxi Yongfu Rural Cooperative Bank, Air China The company and five dispatch units of China Galaxy Securities Co., Ltd. The number of dispatched personnel increased by nearly 100. While achieving the development goals in the dispatch business, it also provided "heart service" of pre-job training for new dispatch employees of dispatch units. It was unanimously praised by the dispatching units.

(4) Continue to "improve" management in terms of internal management. This year, our market's monitoring management, touch screen management, etc. have gradually realized the intelligent management of the talent market. The Outreach Training Department has also further improved the standardized management of archives, equipped an archives room that can accommodate 10,000 archives, and adopted infrared monitoring equipment. It has also improved the business management of the department, dividing labor and assigning responsibilities to each person. In archives management , household registration management, talent dispatch management and other aspects must be strictly managed. We will never shirk the problems left over from the past. Once discovered, we will deal with them immediately and require department personnel to learn from this. I can communicate with each business unit in a timely manner. This year, I took the initiative to contact the unit and send them the professional title management policy. I went to the Third People's Hospital where I was responsible for the door-to-door personnel agency. They were very moved and expressed their appreciation for the work of our department at the major customer forum. expressed affirmation.

4. Work plan for 20xx

(1) Strengthen the department’s file management, contact the collection and agency units, and improve the organization and archiving of collection and agency personnel’s annual assessment and other materials.

(2) Make a publicity plan for the personnel files of college graduates in 20xx in advance, and strive for a breakthrough in the school’s personnel agency business in 20xx;

(3) Serious, standardized and meticulous Complete the registration work for dispatched employees.

(4) Confirm again that the records of urging 20xx graduates who have not submitted all the materials are in place.

(5) Further improve the departmental business content of the online personnel hall to reduce the pressure of on-site office work.

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