Model human resources work plan 1

Combined with the company's current development situation and future trends, the human resources department plans to carry out the work in the following aspects in 2000. The general idea is to make the basic management work to a higher level through examination;

1, recruitment:

Cooperate with the start-up construction and commissioning of carbon black plant, and do a good job in personnel recruitment and deployment. Do a good job in daily personnel recruitment and allocation. Do a good job in staffing the power plant restructuring in 2000.

2. Training:

1. Organize middle and senior leading cadres to study once a month.

2. Do a good job in teaching and training management and evidence collection and assessment of mechanical and electrical instruments.

3. Seriously assess the training work of all units throughout the year. The teaching and training department takes stock of the training ledger every month and forms records. Strictly assess the implementation of the training plan submitted by each branch factory, and require each branch factory to establish its own training account and conduct assessment.

4. Strengthen internal learning, and conduct training on Labor Law, Labor Contract Law, Official Document Writing and Human Resource Management Knowledge.

3. Attendance and labor discipline

Continue to improve the management of fingerprint attendance machine, add a fingerprint attendance machine in the chemical plant, and cooperate with the information center to monitor all fingerprint attendance machines with cameras. View the attendance data report. Each unit must check the manual attendance, electronic attendance and all kinds of leave formalities in a two-way way every month, and calculate the salary based on the final check result to prevent the phenomenon of "two skins".

4. Labor and capital

1. Check the timeliness and accuracy of all kinds of labor and personnel reports submitted by each unit.

2. Strengthen the dynamic management of personnel information and data statistics.

3. At the end of each month, the Human Resources Department makes an inventory of all kinds of personnel information and forms a report.

4. Assess the payment of wage accounting to ensure the accuracy of payment of wage accounting.

5. Do a good job in controlling the turnover rate, and foresee and handle labor relations and disputes.

5. System construction.

In line with the company's business policy, re-establish a 20-year workforce.

Cooperate with the start-up of carbon black plant, and prepare for staffing and shift work.

Improve the Management Measures for Staff Training and other related training management systems, standardize management, and improve the efficiency of training.

6. Others

Do a good job in the recruitment of interns in the University of Technology.

In short, through the work in 20- 2000, the human resources department is gradually developing into standardization, institutionalization and organization. It is hoped that through our work, we will strive to improve the operation quality of the company's human resources functions and make due contributions to the development of Taixing Group in 20- 2000.

Model essay on human resources work plan II

I. Overview of objectives

Strictly speaking, the organizational structure of the company so far is incomplete. The organizational structure of the company determines the development direction of the enterprise. In view of this, the human resources department should first complete the improvement of the company's organizational structure in 20xx. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, we will formulate a scientific company organizational structure, determine and distinguish the rights and responsibilities of various functional departments, make the responsibilities of all departments and posts clear, make the organizational structure seamless and non-overlapping, and apply it scientifically, and try not to make major adjustments within three years, so as to ensure the good operation, standardization and sustainable development of the company within the existing organizational structure.

Second, the specific implementation plan:

4.20xx 1 before the end of the month, complete the investigation on the rationality of the existing organizational structure and staffing of the company and the future development trend of all departments of the company;

5. Complete the draft organizational structure design of the company before the end of February, solicit opinions from all departments, and submit it to the board of directors for deliberation and revision;

6.3 Complete the organization chart of the company, the organization chart of each department and the company staffing plan before the end of March. All departments of the company cooperated with the company's organizational structure and reformed the job description and workflow on the basis of last year. The human resources department is responsible for filing.

Three. Matters needing attention in achieving the goal:

1, the design of organizational structure should be based on the principle of simplicity, science and practicality. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.

2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.

3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as is the setting of departments and staffing. Once the organizational structure is determined, the human resources department will have the right to refuse the increase and increase of staff in various departments outside the organizational structure unless the board of directors specifically approves it.

Four. Target owner:

First responsible person: manager of human resources department;

Co-leader: Assistant Manager of Human Resources Department;

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;

2. After the draft organizational structure is published, it must be decided by the board of directors of the company to invite all departments to review and put forward valuable opinions.

Model essay on human resources work plan 3

Generally speaking, the past 20 years have been a busy and fruitful year for me. Thank the company for providing me with a big space and a good platform. It is precisely because of this that I feel my own shortcomings. I am also constantly learning and keeping up with the pace of the company. Through one year's work, with the in-depth understanding of the company's situation and my own growth, I have made the following plans for the 20-year work of the Human Resources Department:

I. System construction

Strive to complete the preparation of the qualification system of each department before March, including: job description (job responsibility system) and job requirements. The post qualification system is the basic data of recruitment, assessment and salary setting in human resources department, which is very critical. If this system can't be copied from other enterprises, we must communicate with the heads of various departments and formulate a qualification system that conforms to the actual situation of the company and can be used continuously.

Second, in terms of recruitment.

At the beginning of the year, the company's personnel quota was established, and the overstaffed department personnel were cleaned up to reduce staff and increase efficiency. After the completion of this work, the personnel department will control all departments in strict accordance with the departmental establishment and salary budget. At the same time, make good use of various recruitment channels to ensure the company's demand for talents.

Third, training.

1) In order to cooperate with the development of performance management, it is planned to train employees above the director level in June or February of 20___. To sum up the reasons for the poor performance appraisal in 20___, managers in most departments of the company don't understand performance management. Without their cooperation, assessment is empty talk. At present, the teaching plan is being compiled and will be reported to teacher Lin years ago.

2) Make an annual survey on the training willingness of middle managers years ago, arrange the trainees according to the needs of managers and the actual situation of the company, and make clear the training purpose of the trainees before training. The personnel department pays attention to the application degree of training content, and effectively combines training with assessment, so that the training can really achieve results.

3) After attending the training course, the company's trainers must come up with training and teaching plans and schemes within 3 days, and conduct internal training for different personnel in different courses to ensure the improvement of the company's comprehensive level. The personnel department is responsible for investigating the training feedback and truthfully giving it back.

4) In 20 _ _ _ _, organize middle-level companies to participate in some outdoor development training, and exercise and strengthen the team consciousness of middle-level companies through outdoor activities.

5) The company can establish an employee echelon by sending employees to participate in training. When the department manager goes out for training, he appoints an assistant to handle daily affairs, which can not only exercise the ability of employees, but also improve their enthusiasm and gradually reserve talents for the development of the company.

Fourth, evaluation

The evaluation is linked to the company's business objectives and extends from the general manager level to the next level. The deputy general manager signs a quarterly target responsibility letter with the superior, and the supervisor signs a monthly target responsibility letter with the superior, covering business indicators, cost indicators, phased task indicators, etc. , and sign one by one according to the actual situation of each department.

After the assessment period, the financial department will provide data, and the personnel department will implement the assessment, control the process, feedback the assessment to the company's top management in time, coach all departments to conduct performance interviews, find out problems, and help all departments to realize communication, so as to facilitate the development of the next work and clarify the next work objectives, thus promoting the completion of the company's overall goals.

Verb (short for verb) pay.

It is planned to implement the functional salary system in 20___ years, with the salary system as a means to adjust the enthusiasm of employees and enhance the cohesion of the company. The specific salary design scheme needs to be improved, but it will be strictly controlled according to the company's budget, and the total monthly salary will be scientifically analyzed to achieve management before and during the event.

The above is the summary of the work in 20__ and the prospect of the work in 20__. I believe that in the new year's work, I can give full play to my advantages and potential, and raise personnel management to a new level!

Model essay on human resources work plan 4

With the end of the year approaching, Gonglama Human Resource Management Company has made rapid development this year. In order to make a reasonable staffing plan, personnel recruitment plan, performance appraisal plan and career development plan, the Human Resources Department has specially formulated an accurate annual training plan to ensure the smooth implementation of the above plans. In addition, in order to make employees constantly update their knowledge, develop their skills, improve their motivation, attitude and behavior, make enterprises adapt to the new requirements, and be better qualified for their current jobs or assume higher-level positions, thus promoting the improvement of organizational efficiency and the realization of organizational goals.

Overall training purpose

Train the business backbones of all departments, so that the business backbones can further improve their business level and management personnel, and realize the combination of enterprise development and employee self-realization. In addition, after adapting to the job, they still can't adapt to the job and business process well and provide them with training.

concrete objectives

Strengthen the training of company managers, improve the knowledge structure, strengthen integration, strengthen scientific research and development, and constantly improve the business level of operators and business backbones, so that new employees can have an all-round understanding of the company, clarify their job responsibilities, tasks and goals, enter the post role as soon as possible, adapt to the work groups and norms, and form a positive attitude.

Principles and requirements

1. Adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.

2 adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.

3. Adhere to the principles of training personnel, training content and training time. The cumulative time of management training is not less than 4 days; The accumulated training time of 8 workers is not less than 12 days.

Training target: this training is mainly aimed at the heads of various departments of our company.

(1) Training contents and methods:

1. Organize relevant personnel to attend special lectures.

2. Conduct rotation training, focusing on improving their management ability, interpersonal communication ability and business ability.

3. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize department heads to study and visit large-scale human resource management enterprises in stages to understand the production and operation situation and learn from successful experiences.

(B) Business backbone training

1. Teacher Hu from the School of Economics of normal universities in China gave special technical lectures to cultivate management consulting and communication skills and improve their professional level.

2. Organize business to learn from other management companies in the same industry, learn advanced experience and broaden your horizons. During the year, it is planned to arrange two groups of personnel to visit and study in the unit.

3. Strengthen the strict management of out-going trainers, write written materials and submit them to the training center after the training, and learn and popularize some new knowledge in the company when necessary.

(3) New employee training

1. Improve business level and proficiency, and ask old employees to give business guidance.

2 Measures and requirements

(1) Company leaders attach great importance to planning, and establish a long-term concept and an overall concept.

(3) First, strengthen cooperation with institutions of higher learning (mainly Inner Mongolia Normal University), set up training practice bases in nearby institutions, give full play to their training resources and professional expertise, actively integrate and rationally develop them, and make them play a key role in the company's human resources training and development; Second, according to the enterprise's own professional expertise, choose a major or topic, and organize the preparation of training materials or handouts suitable for the characteristics of the enterprise; Third, it is necessary to strengthen the construction of full-time (part-time) trainers in enterprises and implement paid services for resources. (four) to ensure the implementation of training funds.

(5) Ensure that the training effect is true and effective. The first is to establish a supervision system. Commend and reward the units and training institutions that have made remarkable achievements in the training of employees and managers; Give informed criticism to departments with inadequate training plans and lagging staff training; The second is to establish a feedback system for employee training, and insist on linking the assessment and results of the training process with my salary and bonus during the training period. Realize the promotion of employees' self-training awareness.

Training purpose

In order to better complete the next year's work plan, at the same time, cultivate the business backbone and reserve management personnel of all departments, and realize the combination of enterprise development and employee self-realization. In addition, after a period of post adaptation, provide them with training.

Training courses and training for heads of various departments of the company.

Course arrangement

Training form

Training content

training cost

The funds are mainly provided by the company, and employees pay part of their own expenses.

Model essay on human resources work plan 5

A new spring has come. Let's sum up last year's work and put forward ideas and plans for this year's work.

I. Summary of last year's work

1, analysis of human resources situation

In today's society, the competition between enterprises is, in the final analysis, the competition between human resources and talents. Just as Huawei advocates that "the goal of increasing human capital takes precedence over the goal of increasing financial capital", the company also attaches importance to the sustained growth of human resources. How to make employees give full play to their own values and promote the company to create greater glories has become an important task at present. In view of this, this paper makes a careful analysis of the company's human resources situation and puts forward corresponding suggestions, so that the company's leaders have a further understanding of the employee situation and laid the foundation for the follow-up work of human resources.

2. Salary adjustment and salary interview

Due to the changes in the internal and external environment of the company, there are some problems in the salary incentive of employees. In view of this situation, the company's salary adjustment plan was formulated, and the salary of employees was adjusted. According to the adjustment, the salary interview was organized.

3. Training management

Training will create a learning environment for employees, so that employees can acquire knowledge, skills and qualities closely related to job requirements in such an environment. Improving the company's training management level is a continuous work. Therefore, the company's training management system and internal trainer management methods were reorganized, internal training courses and training needs were investigated, the company's training system was further improved, and training in cost management and financial management was organized. At the same time, in order to improve the human resource management level of department managers, the training of "human resource management knowledge" and "training skills" was carried out. In addition, staff development training was organized.

4, employee satisfaction survey and analysis

Employees are the creators of corporate profits. When employees are satisfied with the enterprise, they will work hard and create more value for the enterprise. If employees are dissatisfied with the enterprise, one result is to leave the enterprise, and the other result is to stay in the enterprise but have lost the will to work actively. These two results are not desirable for the enterprise. Therefore, a successful enterprise should pay attention to how to improve the satisfaction of its internal customers-employees. Therefore, the employee satisfaction is investigated and analyzed, and some targeted suggestions are put forward.

Second, there are shortcomings.

1, insufficient execution

For the tasks that need to be completed by yourself, they can be completed in time with good quality and quantity, but when the tasks involve the cooperation between colleagues or departments, sometimes they will be delayed. The reason is that when I first came to the company, I was too eager to get along with my colleagues and could not strictly implement the work plan.

The combination of theory and practice is not enough.

Management is a very artistic job, which needs to be done at the right time and place. Due to the lack of in-depth understanding of the company, some work is too theoretical and macroscopic to be implemented.

3. Lack of industry knowledge

Although I have been constantly supplementing my professional knowledge, I still lack professional knowledge because I am a newcomer in this industry.

Three. Work ideas and work plans for this year

(A) regularly optimize the organizational structure

With the adjustment of the external environment and the work of the company, the organizational structure of the company must also change. Organizational structure construction also determines the development direction of the enterprise, so it is necessary to evaluate and analyze the organizational structure regularly and adjust the organizational structure of the company according to the analysis results. Evaluation, analysis and adjustment involve the streamlining of existing departments, the increase of new departments, the distribution of departmental functions and powers, the evaluation of organizational efficiency and the adjustment of specific posts.

Specific implementation plan:

Evaluate and analyze the organizational structure of the company once every six months, put forward adjustment opinions and report them to the general office for consideration.

(B) optimize the job description

Human resource management is based on position. At present, the company has established a relatively complete job description, but with the continuous development of the company, the responsibilities and requirements of the post are also changing. Therefore, we should re-investigate and analyze all the positions in the company and optimize and improve the original job description.

Specific implementation plan:

The post investigation and analysis was completed in February, and the job description was revised in March.

(3) Recruitment and allocation of human resources

The demand for talents mainly comes from several aspects. First of all, the healthy growth of business needs to increase the number of employees; Second, the demand for scarce professionals and high-end talents cannot be met in time; The third is the problem of attracting and retaining talents, and whether the core employees can continue to serve the company. Recruitment runs through every stage of the company's development. Only by improving the recruitment efficiency and supplying talents to the company in time can we ensure and promote the rapid progress of business. Recruitment, on the surface, is one of the responsibilities of human resources, but in fact, it is an all-round work that combines the employing department and human resources. To improve the recruitment efficiency, we must realize the harmony and unity of the two.

Model essay on human resources work plan 6

According to the company's development planning and human resources work requirements, the human resources department will closely focus on the company's overall work guiding ideology and development planning, and combine the company's actual situation to fully complete the tasks assigned by the company.

First, correct thinking, blaze new trails and strive to create a new situation in human resources work.

In 20××× years, according to the company's unified deployment, the human resources department will clearly understand the situation, make bold innovations, and constantly improve. Under the correct leadership of the general manager's office, according to the company's guiding ideology and development goals for 20 ×××× years, it will conscientiously do a good job in human resources management. Establish and improve the human resource management system, improve the formulation and implementation of employee recruitment, training, promotion and performance appraisal, and introduce and train talents. Make human resources work play its due role.

2. Set the work target for 20 years to ensure the orderly development of human resources work.

To ensure the effective development of human resources work and play an important role in enterprises. In the year of 20 ××××, the Human Resources Department will earnestly implement the tasks assigned by the company in strict accordance with the spirit of the "xxxx" document, and the specific work objectives are as follows:

1. Establish and improve the organizational structure of the company.

In the year of 20 ×××××, the human resources department will reasonably establish and improve the organizational structure of the company according to the "Twelfth Five-Year Plan" and the development goal of 20 ×××××××. The organizational structure will be set up reasonably according to the actual situation and personnel structure of Xuwang Company, and the department establishment will be increased or decreased according to the requirements of the general manager's office, so that all departments can give full play to their due roles. Because the establishment of organizational structure is the fundamental basis for carrying out human resources work.

2. According to the organizational structure, prepare the post responsibility system and post target responsibility book of each department.

In 20×× years, the company will prepare the departmental responsibility system and post objective responsibility book for each department and position, clarify and refine the post responsibilities and objectives and tasks, so as to assess and determine the post responsibilities and working materials of each department, and prepare the departmental objective responsibility book according to the actual situation, so as to stimulate and restrain the sense of responsibility and urgency of each manager and frontline staff. At the end of the year, the year-end assessment will be conducted according to the actual completion of the target responsibility book. The post responsibility system will be posted on the wall to understand the supervision of various departments and the internal assessment of the company.

3. According to the development requirements of the company, do a good job in employee recruitment.

20×× years is a year of development and standardization of the company, and the human resources department will formulate and implement the recruitment of human resources of the company according to the development plan of the headquarters. Through various publicity channels, we will increase the publicity of the company's brand and talent introduction policies to organize the implementation of personnel recruitment, continue to implement the recruitment process controlled by store organizations and human resources departments, and increase the recruitment efforts. Carefully inspect and understand every applicant to ensure that every new employee is competent to complete the company's tasks. Introduce and absorb a large number of outstanding talents into the company.

4. Do a good job in training and tracking assessment of new employees.

In 20×× years, the Human Resources Department will carefully organize and implement the training and follow-up assessment of new employees and managers. In X years, according to the overall situation of employees and the actual situation of the company, strengthen the training of employees' business skills, focus on training the first-level managers of department heads, and comprehensively improve the management level and business skills of department heads. Then, pre-job training and on-the-job "One Belt, One Belt" training mode are adopted to conduct comprehensive and systematic targeted training for employees, so that their overall business skills can be further improved. The human resources department will track and evaluate each manager and employee, and file their training status and performance status. Collect first-hand information for the company's reserve talents.

At the same time, excellent management talents and excellent employees will be sent to study abroad. Through this kind of study and training, let them see the advantages of other peers, find out their own gaps, and improve our own management level and business skills through learning.

5. Establish and improve the company's performance appraisal mechanism to stimulate the enthusiasm of employees.

The human resources department will formulate performance appraisal standards and implementation methods according to the company's annual work objectives, improve the performance appraisal process and materials, and issue performance appraisal forms to stores according to the actual situation of each store.

Performance evaluation process:

Establish a performance appraisal system-decompose appraisal indicators-implement performance appraisal-prepare salary statements-summarize the performance appraisal at the end of the year-honor the performance appraisal results.

Performance appraisal is mainly to improve and stimulate employees' subjective initiative and sense of responsibility by linking sales performance with employees' salaries, break egalitarianism, embody the principle of "distribution according to work" and truly realize "three differences". The salaries of managers and front-line employees are completely separated.

6. Formulate human resource planning, and cultivate and reserve outstanding management talents.

According to the company's development plan and talent demand, the human resources department will continuously cultivate and reserve all kinds of outstanding management talents to meet the needs of enterprise development. In 20 ×××× years, the human resources department will focus on strengthening the recruitment and reserve of department heads and store managers, introducing and excavating talents through various channels, absorbing talents with management potential and operational potential, and constantly strengthening the training of existing excellent employees, establishing cooperative relations with some interested talent companies, and seeking high-quality management talents through them.

Model essay on human resources work plan 7

Saying goodbye to the old and welcoming the new, the past 20xx years have been a busy and fulfilling year, and it has also been a year from unfamiliar to familiar. The dribs and drabs of my work over the past year have kept me learning and growing. The work in 20xx years is summarized as follows:

I. System construction

1) At the beginning of the year, the responsibilities of various departments were sorted out and improved, including administrative personnel.

? Finance, store manager, shopping mall, after-sales, business.

2) Under the leadership of the general manager of the company and in cooperation with the President's Office, the management system of the company was sorted out.

3) Standardized the workflow of the Human Resources Department, and sorted out, revised and formulated 26 kinds of daily use forms for personnel.

4) Under the leadership of the general manager of the company, according to the actual situation of the company, verify the company's staffing and quota.

5) According to the change of company structure, modify the management structure chart of each department.

Second, recruitment and training.

Due to the division of labor within the department, the feast was responsible for recruitment and training at the beginning of the year, and was later dismissed by the company because the feast privately collected the clothing expenses of the sales staff. After taking over the recruitment and training work, she dealt with the problems left over from the early stage of the feast, such as privately promising that the sales staff would refund the clothing expenses in full, and the management of personnel files was chaotic. She sorted out the contents of induction training and organized a recruitment activity in April.

In April, 20xx, Liu Zhen took up his post, transferred to another post to recruit and train, and actively cooperated to make the work smoothly handed over. At the end of 10, Liu Zhen resigned and took over the recruitment work again, sorting out the sales staff information handed over by Liu Zhen, contacting various recruitment companies and headhunting companies, sorting out and selecting the recruitment channels of the company.

165438+ 10 took over the recruitment work, and * * handled 33 employees, leaving 17 employees (including all the shop assistants). * * There were 15 merchants who requested to recruit shop assistants, and 7 of them were implemented. The rest were too demanding of the right people, or no one wanted to go because of the low treatment offered by the merchants.

Third, evaluation

1) company, designed a 360 evaluation table, involving departments: finance department, general affairs administrative personnel, internship clerk and store manager. I used it at the beginning of the year, but I didn't continue to use it with the constant changes of company structure and management personnel and my workload.

2) According to the requirements of the company's adjustment in April, the performance appraisal forms of various departments were designed, including: vice president, after-sales department, finance department, operation management department I, operation management department II, investment promotion department, marketing department and planning department.

3) In July, sort out the company's performance management system and assessment system, and summarize the indicators again.

4) Generally speaking, the assessment work in 20xx years is not so satisfactory. Realistically speaking, the company's performance management system has not really been established, which is related to the company's overall environment, but my work is not enough, and I will make improvements in 20xx.

Fourth, the salary.

1) Under the leadership of the company's general manager, revised and improved the company's salary structure table;

2) Adjust the overall salary of the company in April, and adjust the basic salary of employees. The salary of the whole company is 10000 yuan for the whole year, and the bonus is calculated in proportion according to the sales situation of the company;

3) The bonus scheme of each department has been adjusted, and the bonus scheme is constantly revised with the change of the management department of the company's deputy general manager. For example, the after-sales department plan was revised four times from April to 65438+February. And there is a lot of calculation work for each modification.

4) Review the monthly reports submitted by each department, conduct salary accounting and analyze the salary proportion of each department.

In the salary management of 20xx years, only simple accounting and analysis have been done, and process control has not been achieved, which has not really played a role in providing decision-making basis for company decision makers. Improvements will be made in 20xx.

Verb (short for verb) Other jobs

1) In the erp system, a "personnel management system" is designed and added, including the basic information, training and changes of personnel. , and daily maintenance work, including: employee file entry, employment confirmation entry, resignation entry, change, training entry, etc.

2) Cleaning of daily personnel files.

3) Communicate with all departments, including coordinating shopping malls and other departments to collect employees' clothing expenses and deal with business relations.

4) Handling of daily labor disputes within the company.

Generally speaking, the past 20xx years have been a busy and fruitful year for me. Thank the company for providing me with a big space and a good platform. It is precisely because of this that I feel my own shortcomings. I am also constantly learning and keeping up with the pace of the company. Through one year's work, with the in-depth understanding of the company and my own growth, I made the following plans for the 20xx work of the Human Resources Department:

I. System construction

Strive to complete the preparation of the qualification system of each department before March, including: job description (job responsibility system) and job requirements. The post qualification system is the basic data of recruitment, assessment and salary setting in human resources department, which is very critical. If this system can't be copied from other enterprises, we must communicate with the heads of various departments and formulate a qualification system that conforms to the actual situation of the company and can be used continuously.

Second, in terms of recruitment.

At the beginning of the year, the company set the company's quota, cleaned up the overstaffed department staff, and reduced staff to increase efficiency. After the completion of this work, the personnel department should control all departments in strict accordance with the departmental preparation and salary budget. At the same time, make good use of various recruitment channels to ensure the company's demand for talents.