Model essay on enterprise human resources work plan 1
From 20 to 2000, the human resources department will face an important year of overall management upgrading and whether the development strategy matches the human resources strategy. This year, human resource management is a very important management part of the human resources department. It not only requires the human resources department to enter the stage of standardized management in daily management and operation, but more importantly, on the basis of six modules of management, it should focus on job performance appraisal and salary design to get out of its own management highlights, and combine talent introduction to create an advantage signboard to attract professional and management talents. The basic working ideas in 2000 are as follows:
First, enhance management awareness, from talent management to talent management.
At present, the company is in a period of rapid growth, especially in the 20 years of operation and management, the company will face an important problem, that is, it needs a large number of professional and management talents to break through the talent bottleneck in operation and management. From a certain talent management level to talent management level, and then from talent management level to talent strategy level.
Summarizing the company's human resource management work in recent years, we are thinking about several issues. Why is the company short of talents? Why can't the company keep talents? Why do the talents valued by the company lose again and again? How to attract talents? How to cultivate talents? How to tap talents? How to motivate talents? How to avoid using the wrong talents? How to make good use of people? How to gather talents from all over the world for our use? How to reduce the cost of using talents? These problems are realistic problems that our human resources department must think about and face, and it is even more necessary to challenge the management of human resources department in 20- 2000 through our pragmatic work, the vision of strategic planning talents, the attitude of meticulous management talents and the concept of systematic management talents with the strong support of company leaders in the new year.
Second, continue to improve various work systems and processes, and establish and improve the human resource management system.
Human resource management, like finance, quality and construction management, must form a system to ensure its effective and complete functions. Therefore, the human resources department must carry out block management within the framework of the human resources management system and establish a complete six-module management system, which is the premise of effectively carrying out the work of the human resources department. Next year, we will start the work of the human resources department from the following aspects:
Third, reorganize the organizational structure of the Head Office.
Establishing the organizational structure of the company is the fundamental basis for the promotion and management of the human resources department. Combined with the short-term development plan of 3-5 years made by the head office, branches and project department, especially the development goal of the head office next year and the strategic means adopted to achieve the goal, combined with the existing organizational structure of the company, design a new organizational structure that matches it for 20- 20 years to ensure the smooth development of all the work in the early stage of human resources.
Fourth, set up post grades.
According to the new organizational structure, the management mode and system of the company are determined, including post setting, division of labor among departments, work interface, management route, organizational hierarchy and superior-subordinate relationship, and the levels, responsibilities and rights of each post are clearly defined, thus establishing post grades, which provides a basic basis for supplementing and perfecting the design of "salary management system".
V. Revision of post responsibilities and post preparation
According to the newly determined organizational structure of the company, the position, job functions, assigned tasks, job responsibilities and necessary qualifications of each post in the management organization. , and combined with the relevant department managers, revise the job responsibilities of each position again.
On the basis of determining the job responsibilities of each post, carry out post analysis, evaluate the workload, analyze the number of people needed for the organizational structure in the whole management process, and determine the post establishment.
Six, clear work authority and workflow.
In line with the overall internal operation management plan of the Head Office next year, combined with the newly defined post responsibilities in 2000-2000, we will further clarify and clarify the division of authority among managers, auditors, reviewers and approvers in each transaction processing flow, and establish the workflow, but we should pay attention to the docking of work joints and the positioning among companies, departments and employees. In short, the post authority is clear and the work flow is standardized.
Seven, formulate performance appraisal management measures
On the basis of summarizing the experience of evaluating all employees in the company at the end of 20- 2000, and extensively soliciting opinions from all departments, branches and project departments of the company, the Management Measures for Performance Appraisal, which is suitable for the management situation of our company, is formulated as an important means of internal management, and a group of outstanding employees are promoted and reused through the linkage of assessment with rewards and punishments, appointment, promotion and salary increase. Spiritual rewards can also be used to commend employees, incentive funds can also be set as incentive mechanisms, and opportunities for promotion and salary increase or overseas training and study can also be used to make employees want, look forward to and look forward to.
Eight, supplement and improve the salary management system.
Understand the basic salary level of real estate industry and enterprises of the same scale through the market, and evaluate the operation effect of the company. According to the company's distribution principle, combined with the company's budget plan for next year and the current salary management system, what are the missing and unreasonable parts to supplement and improve. By adjusting and modifying the regulations, the salary management becomes more reasonable, which can activate the work passion of employees and better reflect the attractive advantages of Huameilong salary structure.
Nine, establish and improve the security mechanism
According to the company's employment purpose, the human resources department should cooperate with the company's top management and administrative and legal departments to study and formulate various welfare policies as an extension of the salary mechanism. Make employees have clear policy attraction in promotion, health, study, training, pension, housing, children's schooling, etc., and formulate specific welfare management measures suitable for company development and internal management. Attract and retain talents from the emotional aspect, let employees live and work in peace and contentment, form a mechanism to protect employees, and fully reflect the company's humanistic care and corporate culture characteristics.
Ten, pay attention to staff training and talent reserve.
In order to ensure that employees can keep up with the pace of the company's development, and at the same time require employees to adapt to the requirements of higher positions in the company, the human resources department should combine employees' professional skills and actual management level, carry out targeted training and learning for employees, formulate feasible training plans and implementation plans according to different positions, departments, majors, different needs and other factors, and link the training results with opportunities such as salary and promotion to establish a sustainable reserve talent echelon with emphasis.
Eleven, continue to broaden the recruitment channels, strengthen the recruitment of talents.
Next year's talent recruitment work, the human resources department should closely focus on the company's development strategy and business strategy, provide a strong talent guarantee goal, intensify its work, broaden recruitment channels, and further promote the company's urgently needed professional and management talents.
1, find out the talent demand and determine the recruitment focus. In order to enhance the pertinence and effectiveness of talent introduction, we will conduct a comprehensive survey and find out the talent needs of all departments and project departments of the company, and strive to attract all kinds of talents in line with the company's culture and business model, company system and mechanism, company management system, company team organization and company business development concept in line with the principle of "clear planning, key recruitment, total control and urgent priority". Let newcomers "get in, stay and develop".
2. Use various recruitment channels to publish recruitment information to ensure the recruitment effect. In terms of recruitment channels, make full use of campus recruitment, headhunting companies, on-site job fairs, internal recommendations, media advertisements, professional recruitment websites, etc. Publish recruitment information.
3. According to the employer and the recruitment position, determine the evaluation dimension and evaluation standard of employability. First, in the recruitment process, human resources departments should select and formulate different ability combinations as evaluation dimensions for different positions. Second, according to the responsibilities and qualifications of different positions, different evaluation standards and indicators for employment are set.
In a word, it is hoped that through the promotion and development of all work in 20- 2000, the company will realize the lean and efficient human resources and the increase of human capital, cooperate with corporatization to give full play to the subjective initiative of employees, cultivate and bring up a group of all-round professionals, provide a steady stream of talent motivation for the company's development, and make the overall management of human resources enter a leap-forward stage.
Model essay on enterprise human resources work plan II
Main work plans and objectives of the Human Resources Department in 20 10:
First, establish and improve personnel administrative management norms and management systems, employee manuals, etc.
Establishing and perfecting the norms and management system of human resource management and the standardized management system of employee handbook are the minimum prerequisites for enterprises to retain employees. From employees' entry to job changes, from daily assessment to resignation, the personnel administration department operates according to the procedures of documents and adopts the principle of treating things rather than people, hoping to achieve the legitimacy and seriousness of all work.
Second, the labor contract management
Do a good job in signing and canceling labor contracts and managing labor contract files. The focus of this year's work plan is:
1. Sign, renew and terminate the labor contract in time;
2. Hire employees in time;
3, labor relations (labor disputes, reasons, etc. );
4. Description of the integrity of file management.
Third, collect employee evaluations.
In order to further strengthen the evaluation of employees' work potential in the necessary period, correctly grasp the working conditions of each employee, and establish a normal and reasonable company personnel evaluation system, which will bring objective basis for employees' rewards and punishments, promotion and adjustment. According to the company's current operating conditions, the personnel evaluation forms of 20 stores are collected every month to evaluate everyone. On-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of personnel.
Fourth, human resources manpower demand plan
(A) human resources, the purpose of human demand planning
1. According to the company's current situation, combined with advanced enterprise management experience, understand the enterprise's human resources situation and demand situation, and flexibly choose employment methods:
(1) Attend the large-scale talent exchange fair in the region on Saturday.
(2) Publish the recruitment information on the recruitment website.
(3) Cooperate with the intermediary in the labor market, put the recruitment information in the intermediary and ask it to recruit on its behalf.
(4) Internal culture
5) Introduce mature management talents from enterprises and institutions. And make full use of the existing human resources of enterprises to attract and reserve the necessary number of professionals with specific skills, knowledge structure and potential.
2. Bring important information and decision-making basis for human resource management.
(B) Analysis of influencing factors
The factors that affect the company's human resources demand mainly include the following two aspects.
1. Company strategy
The development strategic goal, development direction and development scale of an enterprise are important factors that affect its human resource demand, and the formulation of human resource demand plan should obey the development strategic needs of the enterprise.
2. Expected staff turnover rate
The past employee turnover data and the current employee status will have an important impact on the enterprise's human resource demand forecast, and the employee turnover rate is the reference for formulating the human resource demand plan.
(3) Data collection and demand forecasting
1. data collection
The Human Resources Department has organized a 20-year human resources demand survey, and all stores have cooperated with the Human Resources Department to bring relevant data.
(1) The Human Resources Department collects statistics on the number of employees, job status, personnel training, personnel turnover, personnel changes and other data to provide data support for human resources demand forecasting.
(2) Demand forecast
2. The Human Resources Department analyzes the "20-year Recruitment Schedule" and "20-year Standard Configuration Table" filled in by each store to determine the standard staffing of each store.
3. Take stock of the current situation of human resources and count the shortage and number of statisticians.
4. In a short period of time, make a statistical forecast of the people who may leave their jobs in the future, and forecast the brain drain data of the enterprise in the future.
Model essay on enterprise human resources work plan 3
I. Guiding ideology
In view of the weak adaptability, innovation and promotion ability of employees, combined with the company's overall development strategy in the Eleventh Five-Year Plan, we will vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, and provide suitable human resources for the company to establish outstanding enterprises with sustainable competitiveness.
Second, the preparation principle
(a) the combination of strategic training, applicability training and improvement training.
(two) for all staff, highlighting the key points.
(3) Centralized management, overall arrangement and clear responsibilities.
(4) Revitalize resources and pay attention to actual results.
Third, the main task of training
(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.
1, set up training courses for refining, continuous casting, steel rolling, welders and instrument technicians (including senior technicians, technicians and default technicians), with the number of trainees * * *; Training courses for welders, instrumentalists, boilers, steam turbines and other senior workers were held.
2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.
3. Vigorously implement the training project of skilled personnel.
Based on reality, all units provide 1 employee with rich theory and strong writing skills as assistants for experienced skilled talents (special technicians, responsible technicians, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated assistants. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.
4. Select 50 backbone operators for pelletizing shaft furnace, blast furnace, converter, continuous casting, refining and rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.
(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.
1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, plc and English at different levels.
2, combined with the development of new products, there are plans to hire experts at home and abroad to teach "knowledge", to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the spread of new technologies and new processes.
3. Intensify overseas training, send 100 outstanding professional and technical personnel to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional and technical personnel to relevant domestic enterprises and universities to study, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological transformation.
(3) To meet the needs of the company's development and management promotion, strengthen the training of all kinds of management personnel needed by the company.
1. According to the requirements of the provincial party committee, provincial state-owned assets supervision and administration commission, the group and other superiors, senior and middle-level managers are selected for training in a planned way to further improve the production, operation and management capabilities of senior and middle-level managers.
2, increase the intensity of full-time rotation training for managers at all levels. Training the newly promoted or proposed middle-level and grass-roots managers on their qualifications; Taking mba core courses as the main content, combined with the actual management and requirements of the company, a full-time rotation training class for middle managers 1 year was held; Taking the theory and practice of grass-roots management as the main content, hold the second phase of off-the-job rotation training course for grass-roots managers for more than 6 months; Continue to focus on the "Training Course for Enterprise Team Leaders" and organize 5 off-the-job training sessions 1 month among key members of the team; Combine general management ability with professional management ability, and hold a training session for purchasing and selling system personnel for more than 6 months.
(four) continue to carry out adaptability and improvement training of various related knowledge and skills at different levels.
1. According to the requirements of various management system certifications, we will continue to provide centralized training for more than 20 internal auditors at all levels, relevant management personnel, personnel in key positions and special operations personnel in obtaining evidence and re-certification; Take a combination of self-run classes, team learning and online learning, hold all-staff training on laws, regulations and document systems, and cultivate employees' awareness of quality, safety and environmental protection.
2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized routine inspection and maintenance training course for senior and middle managers, equipment section chiefs and professional routine inspection personnel; Take the initiative to run classes and carry out equipment operation and maintenance personnel training with tpm equipment management knowledge and simple equipment maintenance, equipment management regulations, emergency plans and job responsibilities as the main contents.
3. Cooperate with the continuous improvement of the company and continue to do a good job in personnel training and user training at all levels of the system.
(V) Do a good job in the personnel reserve training of the company's "Eleventh Five-Year Plan" new technical transformation projects, and start the training of key personnel such as furnace chief, foreman, converter main steelmaking worker and rocker, refining and continuous casting squad leader in advance according to the project plan.
Four. Implementation strategy and safeguard measures
(A) increase publicity, strengthen modern training concepts, and create a learning atmosphere for all staff.
The company will make managers at all levels deeply realize that "training and development are the driving force for the rapid development of enterprises" and "training is the first process of production" through the publicity and reports of TV, newspapers, websites and other media. It is their unshirkable responsibility to cultivate and develop subordinates and build high-quality teams. Starting from the company's strategy of building an excellent enterprise with sustainable competitiveness, they consciously attach great importance to the learning and growth of employees; At the same time, the company must create a "need to learn" atmosphere as a whole, so that employees can truly realize that "it is the responsibility and obligation of every employee to adapt to the post requirements and improve their own quality". Training is an effective way to help employees improve their viability and post competitiveness and strive to improve their learning initiative.
(two) improve the training system, strengthen the assessment and incentive, improve the training management system.
1. In order to meet the requirements of the company's management reform and human resource management centralization, we will optimize the training management process, revise and improve the management measures for employee training and development, standardize management, and improve the efficiency of training and development.
2, strengthen the plan management, strict assessment, to ensure the training effect. All training is divided into company training, unit self-training and delivery training, which are managed centrally, and training centers and units are inspected and assessed regularly according to the assessment requirements of economic responsibility system; At the same time, strengthen the assessment of trainers and link the training results with the treatment and use.
3. Improve the training incentives, assess and reward the project implementation units, outstanding students and outstanding teachers (including part-time teachers) who have achieved remarkable training results, and at the same time improve the subsidy standards for part-time teachers' training and teaching, and encourage employees to impart knowledge and experience.
(three) the integration of internal resources, give full play to the advantages of technical departments, improve the ability of independent training and development; Strengthen foreign cooperation and exchange, realize complementary training resources and meet high-level training needs.
1. Give further play to the role of the training center in general professional (post) basic theory and skills training, solve the training infrastructure resources through multiple channels, improve the hardware facilities level of the training center in general post skills training, and meet the basic skills training needs of employees.
2. Give full play to the advantages of technical center, information automation center, maintenance center and other units (departments) in on-site technical and on-site operation training, and bring their resources into the management scope of on-site technical and skill training resources of related majors (posts) of the company to ensure the pertinence and practicability of the training required by the company.
3, starting from the overall interests of the company, break the boundaries of units (departments), make full use of existing and idle resources, promote mutual learning, exchange and training between different units of the same type of work, and realize the sharing of training resources.
4. Strengthen the screening of foreign training information, choose to cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.
(four) to further strengthen the construction of trainers and the development of training materials, and provide qualified teachers and effective training blueprints.
1. Invite experts to the company to conduct professional training for internal trainers (especially part-time teachers), examiners and training administrators, so as to improve the overall quality of trainers.
2. Organize the company's professional and technical personnel, develop a batch of training materials in line with the company's equipment and technology reality, and speed up the improvement of the test question bank and case base to meet the training needs.
3. Give full play to the professional advantages and business specialties of the training center, so that it can provide business guidance for independent training of all units.
(5) Strengthen process management and monitoring to ensure training quality.
In the process of training project implementation, we insist on management according to training quality management standards, focusing on "three links" such as training preparation, training implementation and evaluation. On the one hand, it urges the training responsible unit to do a good job in curriculum design and teacher selection according to the needs, strengthen the management and quality control of teachers' teaching process, and strictly assess students; On the other hand, improve the evaluation method of training effect, and measure the training satisfaction from the aspects of students' reaction, academic performance and employer's evaluation.
Verb (abbreviation of verb) related explanation
(1) All major trainings of the company (including centralized trainings of the company, independent trainings of all units, delivery trainings, etc.). ) included in this plan (see attached table for specific training items), and other temporary training shall be managed according to unplanned training.
(2) Training programs related to Party building and trade union work are included in the Party School plan of the company, and daily political study and team study are included.
(3) Before the start of each training project, the implementation plan must be declared one week in advance according to the regulations, and implemented after being examined and approved by the Human Resources Department.
(4) The Human Resources Department is responsible for the interpretation of this plan.