The work summary of the Human Resources Department 1 20xx year is a harvest year for the Human Resources Department. This is a year when human resource management has really changed 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 in the development zone, with the strong support of all departments of the company and with the joint efforts of all employees of the department, our department has worked hard, made positive progress, and cooperated with Qi Xin to complete all tasks assigned by the superiors and company leaders, closely centering on the development goals of the group company and the enterprise spirit of "unity, pragmatism, pioneering and innovation". The work in 20xx years is summarized as follows:
First, carry out all-staff training to improve the quality of employees.
Modern human resource management is to help companies face constant changes, improve the quality and skills of employees, and achieve the company's strategic development goals. To build a corporate culture network-the largest secretary resource network on the Internet, so that all employees can understand it. Therefore, the Human Resources Department has intensified its efforts to improve the system, revised and improved the labor and personnel management regulations, issued employee manuals, and formulated a detailed training plan for all employees according to their needs and organized its implementation. The training lasts for one month, the number of participants is 40xxxx, the military training lasts for 20 hours, the theoretical knowledge teaching lasts for 60 hours, and the average person visits and studies for 3 hours. Participants all wrote about 65,438+0,000 words of training experience, and all said that they would turn the knowledge, ideas and values they learned in the training into their work enthusiasm and quality service, support the company and work actively. Through the inspection of * * department, the comprehensive quality and overall service consciousness of employees have been greatly improved, and the training of all employees has received good results.
Second, active learning and innovation.
In terms of human resource management and development, in order to further improve the basic work of human resource management, while strengthening the effective combination of posts and personnel, human resource training and development, human resource management informationization and human resource management system construction, our department has continuously expanded the horizons of human resource managers, grasped the dynamics of human resources, absorbed advanced external human resource management ideas and concepts, and carried out human resource management reform and innovation. A monthly meeting system of human resource managers has been formed, which advocates "learning, accumulation, summary and improvement" among human resource managers; "Professional and diligent;" 8 2' s philosophy of work-study program. Ideologically, all the comrades in our department fully realized the profound connotation of learning-oriented enterprises, actively studied Theory of Three Represents, and actively participated in various training activities organized by relevant municipal and district departments, thus enriching their own thoughts. It also laid the foundation for the smooth development of all work in the future.
Third, the management and deployment of human resources.
This year, in order to maximize the company's interests, according to the different manpower needs of our tourism industry in different seasons and different positions, our company timely and reasonably deployed personnel to ensure the orderly operation of each position.
First, at the beginning of the year, our department completed the finishing work of the group company's placement of Peng Louzi and Shitaizi's children's employment in time. And sign labor contracts with 12 XXX Peng Louzi and Shitaizi's children;
Second, according to the requirements of the Personnel Bureau of the Development Zone, the technical grade certificate was replaced for 30xxxx, and the qualified xxxx employees were promoted to junior titles;
Thirdly, employees who have reached retirement age have not gone through the retirement formalities since the restructuring of 1999 Group Company until the end of June 2005, resulting in the failure of 2xxxx employees to go through the retirement formalities on time, which should have been paid by the insurance company. Pensions have been paid by enterprises themselves. Through the multi-directional coordination and communication of the staff of our department, the working relationship with the municipal (district) labor bureau and the municipal (district) insurance company was straightened out one by one, and the pension that should have been paid by the insurance company and borne by the enterprise due to delay or suspension of payment was saved to the maximum extent.
4. In order to meet the needs of the company's development, the company leaders decided to recruit some professional management talents and professional technical talents for the society. Our department immediately began to release recruitment information through the well-known recruitment platform-Zhilian Recruitment. Within two weeks, * * * 20xxxx people signed up by phone, email and in person. Our department screened these people one by one through written examination, interview and physical examination, and finally * * * 3xxxx 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 enterprise;
Fifthly, according to the relevant regulations of this Municipality, the old-age insurance will start to charge late fees for the unpaid part in 20xx 1 month. Because my company changed from enterprise payment to enterprise payment in March 2003, there are many problems in the personal account of endowment insurance. By looking at the account of 4 1xxxx of the group company, the error message of 6xxxxx is sorted out in the case of tight time and heavy task. Confirmed the personal account of 8xxxx that was not done before, supplemented the old-age insurance of12xxxxx that was missed before, and assisted four employees of the company to pay back the old-age insurance of more than RMB xxxx;
Sixth, correct 89 wrong messages when paying the housing provident fund in daily management;
Seventh, it is an important job of the human resources department to do a good job in the assessment of the company's cadres and workers. Over the past year, under the leadership of the leaders of this department, the functions of cadres and workers at all levels have been assessed, and the adaptability of employees in their posts has been understood and mastered, and the work of employees has been standardized under the unified assessment standards, which has promoted the work of various departments and offices;
8. From June+10, 5438, in order to further strengthen the labor and personnel management of enterprises, establish a modern enterprise management system adapted to the market economy system, guide employees to standardize their work reasonably, fully mobilize their creativity and enthusiasm, and work hard around the development goals of the group company, our department carefully drafted the Labor and Personnel Management Regulations, which were implemented after being discussed and approved by the workers' congress;
Ninth, in order to ensure that the employees of the company who are injured by accidents at work get medical treatment and economic compensation, our department has handled work-related injury insurance and disability grade identification for Comrade xxxx after rationalizing the procedures for handling work-related injury and disability assessment;
Ten is * * * accepting tourist complaints 1xxxx, and solving 1xxxx. In addition, the complaint of xxxx is still being resolved because it involves the other party's own responsibility.
Eleventh, at the end of last year, our department drafted the salary reform plan of the group company, which is currently in the discussion stage.
Twelfth, according to the "Interim Provisions on Labor Protection and Protective Articles for Employees of Group Companies", our department first checks the distribution standards, then organizes procurement and distribution, and distributes cotton tooling14xxxxx sets. Cotton shoes 4 1 1 pair; Towel 65xxxxx soap180xxxxx.
Four. 20xx working assumption
Continue to adhere to the enterprise spirit of "unity, pragmatism, pioneering and innovation" and design next year's work.
1. Formulate the salary system reform plan of the group company, and organize its implementation after it is passed.
2. Complete the work of determining the length of service of employees.
3. Formulate the performance appraisal scheme and organize its implementation.
4, cadres and technical personnel information account.
5. Organize the files and fill in the missing relevant employment procedures in the files.
6. Design and organize the implementation of on-the-job training for 20xx employees.
7. Further implement the distribution of labor protection articles.
8, do a good job of personnel deployment in time.
Many favorable factors of 20xx will surely become the catalyst for the rapid development and great development of our group company. All the staff in our department will take solid steps to make human resource management truly become the cornerstone of enterprise development.
Summary of Human Resources Department's work for 20xx years has been successfully completed. In this year's work, the human resources department of the company has seriously established and improved the company's human resources management system, ensured that human resources work is more scientific and standardized according to the company's development goals, formulated and implemented the annual work objectives and work plans of the human resources department, formulated the monthly budget and work plan, and completed the company's annual overall goals ahead of schedule. The work summary of the human resources department of the company is now reported as follows:
First, the company's basic human resources analysis.
Summarize the basic situation of the company's human resources at the end of the year, including the comparison of the number of people in various departments, the analysis of educational background structure, the composition of gender ratio, the analysis of the age structure of the division and the analysis of the age structure.
Comparison of the number of people in each department:
Compared with last year, the total number of employees increased by 13, about 12. 5%。 The general manager's office has been reduced due to the financial merger into the group financial center; Due to the suspension of some projects, the number of people in the R&D department has decreased. In 20XX, the company focused on operation, and the number of employees in the product operation department increased, reaching 56% of the total number of employees.
Analysis of educational background structure;
As shown in the figure, more than 77% employees in the company have bachelor degree or above, and more than 90% employees in the general manager's office, product operation department and personnel administration department have bachelor degree or above. All new employees recruited in 20XX require bachelor degree or above, except for some design positions. College education is mainly concentrated in the operation and maintenance department, and there are only a few secondary schools and below, one of which is an administrative cleaner.
Analysis of age structure:
Our average age is 1. 4 years, reflecting that the company is in the growth stage, and employees under 1 year account for 48%, mainly in the product operation department. Because of the adjustment of the company's work focus, the product operation department has increased the number of employees this year, which is relatively mobile. Judging from the age data of other time periods, the distribution is relatively stable and there is no obvious flow, indicating that the basic level of the company's development is relatively stable.
Analysis of age structure:
The average age of the company is less than 27 years old, all under 40 years old, relatively young and full of vitality. In the age structure of the company, employees under the age of 30 account for a large proportion, accounting for 84%, mainly concentrated in the product operation department, and all of them are undergraduate graduates. The company will intensify training as a reserve force for the company's development and growth. Employees aged 30-40 account for 16%, and most of them are core employees and backbones of various departments, and most of them are middle and senior managers. Combined with previous academic qualifications, the middle and senior managers of the company have higher academic qualifications. They are in the golden age of their lives, and their outlook on life and values tend to mature. They can strengthen the edification of corporate culture, establish a mentoring talent training mechanism, and promote the development and growth of the company.
Composition of gender ratio:
There is a big gap between male and female employees in the company, with 88% male employees and 12% female employees. Moreover, female employees are mainly concentrated in the personnel administration department and product operation department, and the technical departments such as senior management, R&D and operation and maintenance in the general manager's office are all male employees.
Second, the recruitment work summary, related data analysis.
1, recruitment completion rate analysis.
As shown in the figure, except for the recruitment completion rate of the operation and maintenance department, the recruitment of other departments has not been completed. In the next 1 month, we should continue to pay close attention to recruitment and strive to achieve the annual target.
2. Correlation analysis of the number of recruits.
There were 1 127 people interviewed by telephone this year, and 406 people were actually interviewed, accounting for 36% of the number of people notified to interview. 02%, which is relatively low, is related to the writing of telephone calls and interview invitations. We should optimize the contents of telephone calls and invitation emails to attract candidates to attend the interview. In addition, the position that 20XX recruits more is the operation specialist of the product operation department. Most of these employees are selected and hired from 20XX -20XX graduates, and many interviews "stand out"; There were 65 qualified interviewers, accounting for 1620 15. 0 1%, it is necessary to strengthen the screening of resume accuracy and improve the discrimination and professionalism of the interview; 52 people were hired, accounting for 80% of the people who passed the interview. The reasons for not applying or not hiring are mainly due to the personal consideration of the candidate, including salary and industry choice, and mainly concentrated on the operation specialist. 40 people passed the interview and 33 people were hired. Mainly the students who have just graduated for one or two years are confused, have many choices and are unstable. There are 47 qualified trainees, accounting for 90% of the recruits. 38%, the main reason for the unqualified trial is that it can't adapt to the corporate culture of entrepreneurial companies and can't keep up with the fast pace of the company. The failure rate of less than 10% shows that the interview accuracy is high, the check is strict, and the assessment and follow-up during the probation period are in place.
3. Analysis of recruitment channels.
The company's recruitment channel is mainly online recruitment, 99. 9% of recruitment websites are * * * *, * * recruitment and * * * hotline, and only a few positions are recommended internally. The middle and senior levels of the company are relatively stable, the number of recruits is very small, and headhunters are not needed; Recruitment positions and numbers are also adjusted at any time according to the company's business development. Entrepreneurial teams need employees who can get started quickly and adapt to their jobs as soon as possible. Considering the size of the company, it is useless to start campus recruitment. On-site recruitment, media advertising and other recruitment channels are not suitable for the company's recruitment needs at this stage.
Taking the position of operations specialist as an example, the actual interview number and qualified number of the three major online recruitment websites are compared as follows. For the position of operations specialist, there are 207 resumes provided by the three websites, among which there are more resumes of Worry-Free Future and cjol of China, accounting for 42% and 40% respectively, and Zhaopin has the least number of recruiters, accounting for 18%, which is quite different. Judging from the interview qualification rate, there is little difference among the three major recruitment websites.
Internal recommendation channels can not be ignored. This year, the group headquarters recruited a sales director and a strategic promotion director, which were recommended by internal staff. Follow-up meetings will attach importance to internal recommendation and continue to implement the "Internal Talent Recommendation Award".
In addition, the construction of the company's talent pool was improved in the second half of the year. In addition to the resumes of employees on the job, resumes that have passed the interview, etc. There are also "blacklists", such as individual "best interviewers" and those who failed to report for duty without justifiable reasons and failed to communicate.
4, turnover rate analysis 20 15 human resources department work summary 5 work summary.
(1) Turnover rate of new employees. This year, the company has 48 new employees, leaving 12, and the annual turnover rate of new employees is 25%.
(2) the turnover rate of key positions
The key positions of the company are mainly R&D project manager, product manager, operation supervisor and designer. The turnover rate of these positions is 0, which shows that the retention rate of key positions and core employees of the company is high and the team cohesion is good.
(3) Analysis of the turnover rate of each department.
Except for the general manager's office and the operation department, the turnover rate of other departments is very high, especially the turnover rate of the product operation department is as high as 6 1. 76%。