Summary is a kind of written material that summarizes and summarizes the performance of study, work and life in a period of time. Can give people the motivation to work hard, so write a summary. Do you want to know how to write a summary? The following is the writing method of the summary of the work of the personnel administration department I compiled for you, hoping to help you!

With regard to how to write a summary of the work of the Personnel Administration Department 1 20__ _ _, under the correct leadership of the office leaders and with the strong support and cooperation of colleagues from all departments, our personnel department has worked hard, done a lot of work, achieved certain results and completed its own tasks. Now briefly summarized as follows:

First, do a good job in study and education.

1. Organize several colleagues to participate in learning activities at the same time.

2. Organize all colleagues in the office to study. Our department organized and carried out a series of learning activities such as "striving for Excellence" and "creating a learning party organization", and established a study system every Friday. And asked to write down his own experience.

Second, do a good job in personnel work.

The reform of personnel system is an important measure of our unit in the second half of the year. According to the deployment of the superior, our personnel department began to prepare for the personnel system reform in X _ _. In order to better complete the personnel system reform, under the leadership. We began to draft job descriptions, job qualifications, staffing plans, etc. From the procedural operation of personnel system reform, we study and train according to the requirements of our superiors. This year, the * * * organization has formulated a more practical reform plan. And organized and studied the relevant documents of personnel system reform, and explained the reform methods in detail. In order to achieve the goal of the reform and fully mobilize everyone's enthusiasm for work and study, we have grasped two keys to the reform: one is to implement the full employment system, and the other is to formulate a reasonable internal distribution plan. In order to fully embody democracy, we sought the opinions of every colleague and made comments on it.

Third, do a good job in party building.

1. This year 10, we conducted a serious and strict political review of this famous candidate party member, which was unanimously approved by the Party Committee and developed into a formal party member, injecting fresh blood into the party organization.

2. Strengthen the study of political theory and put ideological and political work in an important position.

Fourth, do a good job in talent service.

1, according to the policy, handle the formalities of promotion of professional titles and salary increase for staff and workers' professional and technical personnel in time.

2, conscientiously do a good job in the management of dry work personnel files, timely sorting out dry work files.

3, I strictly grasp the family planning work, and was rated as an advanced unit by the _ _ Party Working Committee.

4, constantly improve the personnel information of cadres and workers, so that the personnel file management of cadres and workers is standardized and informationized.

The working idea of verb (abbreviation of verb)

The political department will closely focus on the work of the organ center, effectively improve the style of the organ, optimize the allocation of human resources, and improve the execution. Do a good job in the following three aspects:

The first is to strengthen study. Learn relevant laws, regulations and business knowledge.

The second is to enhance service awareness. Enthusiastic service for government workers, be a caring person.

The third is to improve execution.

In the future work, do more exercise, think more, do your duty, and make a "big inside story".

How to write a summary of the work of personnel administration department. The personnel administration department is the department directly led by the general manager, the core department of talent development and management, and the hub department of enterprise culture construction. In 20__ _, three personnel of the personnel administration department performed their respective duties, followed the main line of the 20__ year business strategy formulated by the general manager, and closely focused on the company's annual business objectives, made a series of bold attempts and carried out a series of work in human resource management and administration. With the cooperation and supervision of various departments, the work of this department has achieved certain results. The personnel administration department is a newly established department, and its personnel are imported from outside. There are a series of problems in the work planning of the personnel administration department and the connection between departments, and some detours have been taken. However, all personnel in the personnel administration department encourage each other, communicate with each other and find problems together. With the care and help of the company's leaders, preliminary progress has been made in the work of various subjects, and some contents have been deposited in each module of personnel administration, which will be beneficial to 20 years and the future. In order to sum up the experience and find out the shortcomings, the department staff discussed and summarized the work, and now they report the work from eight aspects.

First, the basic work of human resource management:

1, improve the organizational system and post division of this department. The predecessor of the personnel administration department is the human resources department, which was originally configured as two people. First of all, the department's work goal is to establish a scientific talent development and talent management mechanism for the company to ensure that talents meet all aspects of the company's needs. According to the work experience of department employees, the post design is carried out, and the work of human resource management is divided into six sections. Personnel Commissioner focuses on the development route of talents, including the recruitment and allocation of personnel, professional quality evaluation and career planning, salary and the establishment of labor security system. The supervisor of human resources department mainly carries out the work of human resources management, including the design and analysis of employee positions, the establishment of performance management system, the development of talent potential, and the construction of company culture. In the later stage, the administrative work of the administrative front desk and some offices will be merged with the departmental work, and the personnel administration department will be established, so that things will be right for posts and posts will be right for people.

2. Clarify the working methods of the department. The personnel administration department is a department composed of new employees. During the work period, each post can ask the company leaders for instructions to prevent the work direction from deviating from the company's development strategy due to personal reasons. At the same time, we should cooperate and learn from each other in our work. All posts are required to carry out their work in a planned, quick-acting and in-depth manner, which improves work efficiency and is conducive to improving work quality. While carrying out departmental work, listen to everyone's opinions and discuss them, so as to separate things from people, and finally form a unified opinion to carry out the work, which improves the sense of goal of the departmental work team.

3. Improve the company's personnel management system and related processes. Since March, the company's original personnel management system has been revised and improved. By listening to the opinions of the company's employees and referring to the relevant systems of other brother companies in the industry at present, it was revised and improved on the principle of "combination of humanization and institutionalization", and was finally discussed and implemented by the company management Committee. Since March, in order to improve the work efficiency of all posts and departments, we have gradually improved the management process of personnel administration, formed the work process of administrative personnel department, and assisted other departments in formulating and implementing the process.

4. Improve the job responsibilities and job descriptions of all departments. "Post" is the basic unit for human resources departments to carry out their work. Only with a clear post and a clear division of labor can the whole human resources work be carried out smoothly and effectively. Since March, the department has revised the previous job description again, and implemented the post responsibilities of each post, so that every responsibility has been implemented and considered, and carried out duties around the value of the post, highlighting key responsibilities. In the later stage, it provides job descriptions for the heads and employees of various departments, forming a mechanism for each department to automatically improve job descriptions. With the changes of the company's organizational structure and departmental functions, the heads of various departments revised the job descriptions of departmental posts in time, so that the job descriptions always matched the job responsibilities of existing post personnel. At the same time, according to the organizational structure of the company, the corresponding positions are evaluated and analyzed, and the job description of the new position is formed, which is revised and improved with the specific work.

Second, human resources planning.

1. Make a strategic plan for talent echelon construction suitable for this enterprise. The biggest bottleneck of human resource management development line is the low cultural level and high mobility of retail personnel, so we should look at the development and training of talents from a strategic perspective. Through online recruitment and internal staff introduction, the turnover rate statistics are shown in the following table:

On-the-job turnover rate is 46%29% 16%9% for one month, three months to six months to more than one year. As can be seen from the above table, employee turnover is mainly concentrated within one month to three months, mainly because the salary structure is not reasonable. There are differences in the proportional weight design between health care factors and incentive factors, which leads to too high incentive factors and too low health care factors, which accelerates the flow of personnel. In addition to the corresponding salary design, it is also necessary to build a talent echelon with high turnover rate, so that substitutability becomes the management basis of each sales position. Through communication with the vice president of marketing, the talent echelon construction plan of the company's sales department is finally formed, and the candidates are trained from various positions. Assistant managers strengthen closed training and master the most basic management of people, goods and markets in the store.

The assistant in charge of business shoulders the function of brand supervision, manages the brand storefront, and finally gives people at all levels enough backup.

2. Strengthen the selection and training of supervisors. According to the general manager's development strategy in the next few years, the construction of supervision team is imminent. With the cooperation of the sales department, the reserve of competent talents with "sales force" as the most basic post function began to form. Sales executives not only display the most basic skills in the front line, but also shoulder the education of employees' knowledge, skills and mentality. The sales supervision team started from scratch, and the job description and job evaluation were gradually improved, which finally made the supervision team change from a single brand to a company department, which is also the key to the company's future talent strategy.

3. Improve employee career planning and promotion system. To stabilize the workforce and let employees see hope, it is necessary to establish a scientific career planning and promotion system. Since May, the division of four-level store managers and three-level supervisors has opened the curtain for the promotion of sales positions. In the process of implementation, the promotion conditions and time period are constantly revised to make it conform to the development stage of the company.

Third, recruitment and configuration.

1, and further improve the recruitment channels and procedures. Since March, online recruitment has been implemented. Online recruiters have college education or above, and their comprehensive quality is good. However, their career planning and prospects are beyond the reality of our existing positions, and it is difficult to retain people in front-line sales positions. Through the communication with the brand director, the employment standard of the sales position was finally determined, and the combination of internal recommendation and online recruitment was adopted. At the same time, the salary and welfare distribution model and induction training model were reformed, which made the loyalty of personnel to the company significantly strengthened.

2. Set posts and personnel quotas for each department. Post quota is the basis of accounting the company's human resource cost. With the development of the company, the workload and employment demand of each department are constantly updated. The logistics department was originally scheduled to have 4 people, and now it has 5 people; The information department was originally scheduled to have four people, but now it has six people.

3. Improve the workflow of each department. After the position is clear, carry out post analysis and post design, and make corresponding job descriptions, which will serve as the basis for employees' work reference and assessment standard design. Since August, we have communicated with the heads of sales department, logistics department and information department to help them establish departmental workflow, simplify procedures, clarify division of labor and improve efficiency.

Fourth, establish a performance management system.

1, the change of performance appraisal thought. Since March, we have strengthened the indoctrination of the importance of employee performance appraisal at all levels of the company, from "assessment is a fine" to "assessment is a way to point out the direction of work and assessment is a standard to measure the value of work". Management has also changed from "assessment is the business of human resources department" to "assessment is its own business, and human resources department only gives methods and tools".

2, performance appraisal to performance management. After the implementation of performance appraisal for a period of time, performance appraisal has changed from a single appraisal to performance management with goals and feedback. Performance appraisal is an important part of performance management. In order to let managers understand this concept, many trainings were conducted before the dust settled. Performance management includes the setting of performance objectives, performance interview, performance counseling, performance appraisal, performance feedback, performance result application and other links, which is a PDCA cycle.

3. Change passive assessment into active assessment. Through the training and communication of the heads of various brands, and with the strong cooperation of the vice president of marketing, the performance management system of human resource management has formed the most basic prototype. Starting from August, the vice president of marketing first assessed the brand director of Taiyuan according to the method of performance management. After the examination, he constantly summed up his experience, and from June 65438+ 10, he applied the performance appraisal method to the post of brand director in Zhengzhou. In this process, we constantly communicate with the vice president of marketing and give tools cooperation.

4, personal performance to organizational performance. In order to improve the cohesion of the team, personal performance is linked to organizational performance. This also enables everyone to keep pace with the work of their own department or even all departments in their own jobs, and there are rewards and punishments.

V. Salary incentive system

1, standardize salary design. According to the company's salary strategy, referring to the requirements of single brand accounting and the salary standards of brother enterprises in the industry, the company's salary system was redesigned. Store manager and shopping guide are the most basic operation levels, and the salary includes post salary and incentive salary. The post salary increases according to the post and the number of years in the company, and generally does not change much. Incentive pay includes performance pay (incentive policy), bonus, commission and other variable parts. Brand executives are middle managers, and the salary system has changed from basic salary and incentive to annual salary system, which is divided into two parts: basic annual salary and year-end dividend. The wage system of the administrative department remains basically unchanged. After salary design, a literal standard was finally formed, which changed the traditional situation of judging people's salary and implemented salary according to post requirements.

2. The salary is based on the post grade system. Each post is divided into several different ranks, and different ranks correspond to different post qualifications and post allowances, which improves the enthusiasm of employees in each post. At the same time, based on the principle of "70% depends on hematopoiesis and 30% depends on blood transfusion", a scientific salary scheme is designed for introducing high-quality talents from outside.

3. Conduct training and publicity on single brand accounting and single cabinet accounting. Single brand accounting is aimed at each brand.

The general direction of salary incentive, strengthen the sense of responsibility and enthusiasm of each brand director. Giving brand managers full power through single brand accounting plays a key role in cost control of brands, goods and personnel. Through single brand accounting, supervisors and store managers can truly feel the benefits of brand and store management and improve the enthusiasm of business personnel. Since August, I have helped the sales department to conduct many trainings, explaining the direction and benefits of single-brand accounting, and publicizing the advantages and disadvantages of "annual salary system" in my usual work.

Development and management of intransitive verbs talents

1, determine the training methods and principles. Since March, we have summarized the training principles and contents of the sales industry, and put forward different training methods for knowledge and skills. "How to transform knowledge into skills" and "How to pass on skills" have become the focus of training research. In training, we always adhere to the principle that knowledge must be transformed into skills to solve practical problems through scientific training methods, and organize training in product knowledge, competing product knowledge, customer knowledge and industry knowledge. Through such training, we can finally solve the product problems, customer problems and industry problems in the sales process. Skills training emphasizes practice rather than training, and skills are also sales behaviors. Only after repeated training can salespeople master, be skilled and play technical actions.

2. Determine the content of employee training. Through the comprehensive opinions of the company's brand director and management Committee, employees are divided into new employee training and old employee training. The training of new employees is generally completed within one month of joining the company, and the training content has a framework, including basic knowledge, company culture, basic skills, rules and regulations, sales and nursing. The training of old employees includes career planning, team building and mentality training. Through training, employees not only learned knowledge and skills, but also improved their sense of belonging and loyalty.

3. The way of training has changed from a single brand to a brand. Inviting the heads of multiple brands to participate in the training content is an important means to enhance brand communication training. Absorb the advantages of all brands for my use.

4. The training method has changed. The first thing employees do is to train company culture, with "company culture must be transformed into employee behavior" as the focus of cultural training; Taking "knowledge must be able to solve practical problems" as the goal of knowledge cultivation; Take "skill training must form the habit of salespeople" as the goal of skill training. Since March, the whole team has been trained ***5 times, single brand training ***8 times, and new employee training 10 times.

5. Investigated and counted the training needs of employees. June 5438- 10 was distributed to all counters in the form of questionnaires to investigate the previous training methods, training effects and future training needs. These findings also provide an important reference for making a 20__ year training plan.

Seven. Corporate culture construction

1. Further improve the employee welfare system. Employee welfare is an important guarantee to maintain employee relations. Since July, medical insurance for employees has been increased on the basis of the original company's overall planning, further stabilizing the team. The new system adds marriage compensation, funeral compensation, cooling subsidies and other contents, which makes the company management more humanized.

2. Enrich employees' amateur culture. Employee's birthday activities changed from single person to group birthday activities, which enriched employees' lives. Since March, * * * has carried out six employee collective activities, and through continuous summary, employee satisfaction has been continuously improved.

3. The establishment of communication platform between Tencent Communication and employees. Only by timely and effective communication with employees can we understand their real thoughts and implement the company's rules and regulations. Since September, with the assistance of the Information Department, the company's Tencent information sharing platform has been opened, which facilitates the rapid communication between the counter and various departments.

Eight. administration management

1, and constantly improve administrative regulations. Administrative management must be guaranteed by the system. Since March, a series of administrative regulations, such as the use of company meeting rooms, the duty of company office keys, the duty of office staff and the code of conduct for office staff, have been gradually improved, which has made employees more self-disciplined and improved their work efficiency.

2, improve the administrative division of labor of various departments. The personnel administration department is a newly established department, and its administrative work is relatively scattered. According to the situation of each department, divide some administrative work to save labor costs. summary

Every link of human resource management is not independent, but interrelated, generally divided into two lines of management. One is the human resources development line, and the other is the human resources management line. The development line includes recruitment, interview, quality evaluation and development of talents, and cultural construction of talents; Management lines include post design and analysis, performance management system and salary incentive system. To improve the work of each department, we must adapt to the actual situation of the company. Any model of copying well-known companies won't work, and only what suits you is the best. The contents of the 20__ annual work plan will be explained in the work plan. After summing up, please correct me.

How to write a summary of the work of personnel administration department. As one of the key departments of the company, the personnel administration department requires the internal management level to be continuously improved, and it should deal with various inspections by government departments such as labor department, safety supervision department, environmental protection and technical supervision. In 20__ _ years, the work of the personnel administration department closely revolved around the company's business policies and objectives, and closely followed the company's various work arrangements. The work in the past 20__ years is briefly described as follows.

I. Personnel management

1. According to the actual needs of personnel in various departments, the employees are recruited reasonably and assigned to various positions. In 20__ _ years, the total number of employees is _ _ _, and the number of employees in the recruitment department is _ _ _.

2. Complete personnel examination and approval work such as entry, resignation and post adjustment of personnel in various departments;

3. Standardize employee files and fill in incomplete information;

4. Ensure that the number of employees signing labor contracts reaches 100%, and handle industrial injury insurance and social insurance.

Second, administrative and logistical work.

1, strengthen the daily discipline management of security guards, organize all security guards to learn fire protection knowledge from time to time, carry out actual combat drills, and check whether the fire protection facilities in the factory are complete;

2. Inspect the site cleanliness;

3. Strengthen the management of canteen, strive to improve the food quality of employees and ensure food hygiene;

4. Reasonably arrange employees' accommodation, and inspect the scenes such as safe electricity use and sanitation in employees' dormitories;

Three, 20__ years of work still has shortcomings.

1. As the comprehensive management department of the company, there are still many shortcomings in the management and coordination of the department, and the inspection of the department's work site and personnel discipline is not enough;

2. Internal supervision and management of the company, such as environmental and health inspection;

3. Lack of corporate culture and working atmosphere;

4. The staff training mechanism needs to be improved and strengthened;

5. Foreign reception skills need to be improved;

6. Personnel work is still in the traditional labor and personnel management, and should be gradually transformed from the traditional labor and personnel management to modern human resource management;

Four, 20__ years of work will focus on the following aspects.

1, continue to improve the company's system. The abnormal situation is to strengthen the system construction in daily administrative management and personnel management, and revise and improve the reward and punishment regulations and incentive mechanisms;

2. 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 personnel in all departments of the company generally needs to be improved, especially the department heads. Strengthen the training of management system in order to facilitate the normal operation in practical work, and make training plans according to the actual situation to make the training work effective;

3. Assist the work of various departments, strengthen communication with employees, strengthen unity, and quickly create a good office environment;

4. Strengthening the standardized construction of labor and personnel management still needs to be strengthened, improving management level, perfecting personnel file management, and realizing the transformation from pure routine work to modern human resource management;

5. Improve the reception skills of external departments to avoid losses for the company;

6, organize employee activities, strengthen the construction of corporate culture, so that employees have a good sense of identity and belonging to the enterprise.

Although the performance of the personnel administration department in 20__ is not a dream, we will continue to work hard, strengthen our study, actively cooperate with the work of various departments, and try our best to raise the overall image and work level of the company to a new level.

How to write a summary of the work of the personnel administration department 4 20__ is a year of stable development of the company, and the development of the company is closely related to the improvement of employees' professional knowledge, service skills and professionalism. According to the requirements of GJB9001B-20 _ _-20 _ _ Quality Management System Document "Human Resource Control Procedure", the company is responsible for organizing employees to carry out training.

Training courses are divided into four categories: enterprise management training, business knowledge training, vocational qualification training and quality management system knowledge training.

1. I have mainly completed the following training, the specific contents are as follows:

1. Organize and implement the training of on-the-job employees in enterprise management. The person in charge of each department is responsible for making relevant training plans, compiling courses, organizing implementation, and evaluating the effect. , and provide on-the-job training for relevant personnel. The personnel administration department supervises the training courses. In x years, the company organized ***x times of enterprise management training, with training attendance rate 100%, training assessment rate 100% and training qualification rate x.

2. Organize on-the-job employees to carry out business knowledge training according to different job responsibilities and employees' knowledge and skills. Various training departments have enriched the teaching content, improved the vividness and the participation of employees through various teaching methods such as direct instillation of knowledge, case analysis, and interactive exchange of questions and answers. The training results and the professional skills displayed with employees in the future work prove that the training effect is obvious. In X years, the company organized * * * business knowledge trainings, with training attendance rate 100%, training assessment rate X and training qualification rate X. ..

3. Cooperate with the revision of system documents and actively arrange relevant training. The revision of the company's quality management system documents has been successfully completed, and the revision and formulation of the system documents is an important work content of the company. The personnel administration department actively organizes personnel from all departments to participate in the training of job content modification. This revision training was organized by * * *, and X employees participated in the training. The training attendance rate was 100%, the training assessment rate was X, and the training qualification rate was X.

4. Establish personal training files for company employees. Establish employee education and training files. The purpose is to improve the systematization and consistency of training.

Compared with last year, the training work in 20__ years has increased in the number of training projects, the number of training courses held and the number of trainees. Organize X trainings in 20__ years, including X employees, with a planned completion rate of 100% and an average training time of X hours.

Second, the problems and shortcomings of training:

1. The training needs and planning organized by the company need to be strengthened.

2. The training effect needs to be improved, and the training assessment should be in place.

Third, improvement measures:

In 20__ years, on the basis of summing up X years of training management experience, aiming at the problems and deficiencies existing in training management, the personnel administration department is prepared to improve training management from the following aspects:

1, formulate training objectives and requirements that meet the needs of employees in this enterprise in combination with the company's situation.

2. Standardize the operation of training projects and improve the management effect of the company's training work.

3. Strengthen the refined management of training work, and make a comprehensive training record of the company's personnel, so that every training of the company has achieved good training results.

How to write a summary of the work of the personnel administration department? 20 _ _ years will soon pass. With the careful supervision of the company leaders and the assistance of colleagues in various departments, the comprehensive quality and ability of the department have been improved to a certain extent through continuous practice and accumulation this year. The work report for this year is as follows:

First, the company's basic human resources analysis.

At present, there are 63 self-employed people, 58 of whom are actually on the job and 5 are short of staff. Existing personnel structure: 20 managers, 32 technicians and 6 operators. Outsourced personnel 144. These include:

1) Project I has 56 employees. At present, the actual number of people is 52, and the management is short of 1 and the operation is short of 3 people. There are 86 cleaning contractors and 35 security contractors.

2) Project II has its own staffing of 7 people, and currently there are 6 people on the job, lacking 1 person. Cleaning outsourcing 5 people, security outsourcing 8 people.

Second, the training work summary.

In 20 years, the company's training was mainly internal training. The focus of internal training is the induction training of new employees and practical training of various majors; Foreign training is mainly the exchange and study between projects and the training of special post certificates;

1. Cooperate with all departments to complete the 20__ year training plan.

In 20 years, Project I received 52 trainings, including 65,438+02 management practice trainings, 20 knowledge trainings and 20 operation practice trainings for middle managers and general managers. All employees participate in the training of employee reward and punishment system and emergency plan, and the training participation rate is 100%.

2. Regular induction training for new employees.

The induction training for new employees mainly consists of three parts: guidance on the day of induction, training of company rules and regulations and employee manuals, department-level training organized by department heads, and training for old employees.

20 _ _ * *, organized four induction trainings for new employees, with a total of 27 participants. In principle, the induction training for new employees is once a month, but in some months, there are not many new employees, about five, so an intensive training will be held as appropriate.

What needs to be improved: the orientation training of new employees is the key point, but at the same time, it is necessary to strengthen the operation process training and business-related theoretical knowledge training of business departments; In 20__, increase the exchange and training of various professional departments to Nanjing headquarters and advanced projects.

Third, organize corporate cultural activities.

1. In the first half of the year and the second half of the year, employees were organized to have a "two-day tour of Suzhou", "Qinhu Wetland Park" and "one-day tour of Qintong Ancient Town" respectively, which strengthened the exchange and communication among employees and harmonized the relationship between employees.

2.20__ year, improve the content of employees' activities, set up employee interest group associations, such as "Badminton Association", organize employees' activities regularly, and mobilize employees' enthusiasm; Increase employee skill competitions, employee fun sports meetings and other activities to improve employees' skill level and learning enthusiasm.

3. Corporate culture construction focuses on humanized employee care and team cohesion. Follow-up efforts have been made in employee seminars and employee interviews. Mobilize the enthusiasm of employees.

Four, the problems existing in the work and the 20__ annual work improvement plan.

1, the administrative inspection needs to be further improved. 20__ years, tracking the implementation of work plans of various departments and the completion of work arranged by leaders, emphasizing the inspection of employees' execution; Employee code of conduct, gfd, etc. It should be checked regularly every day. Check the on-the-job situation of employees in each position from time to time; Implement the functions of administrative inspection and supervision;

2. Lack of analysis of various purchasing plans and expenses summary, and monthly summary analysis of purchasing plans and usage of various departments in 20__ _; Improve the strong basis of planning and avoid waste;

3. Improve the management of files and documents, complete the lending and returning procedures of files, especially the third-level documents, and urge all departments to train the work flow according to the requirements of the company's third-level documents;

4. Improve the collection management of fixed assets and low-value consumables, establish individual collection details, clarify the responsibilities of users of fixed assets and low-value consumables, and conduct regular inspections;

5. In terms of employee relations, it is necessary to further enrich employee activities, such as organizing employee seminars, employee skill competitions and other activities every quarter in addition to employee birthday parties to understand employee needs, find out employees' bright spots, and improve employees' sense of belonging.