Hr work plan 1

1, do a good job in customer satisfaction survey;

2. Collect opinions on the renewal or termination of the personnel whose contracts expire;

3, continue to improve the basic information of personnel:

Continue to improve employee files with the help of information system: personal data, educational background data, physical examination data, assessment results, job changes, rewards and punishments data are all stored in personal files. At the same time, further standardize and establish and improve the procedures of entry and exit (external employment, dismissal and resignation) and internal transfer-in and transfer-out procedures.

4. Continue to do a good job in recruitment:

Strictly follow the process of recruitment, and do a good job in personnel selection and interview according to the company's development plan. Take various ways to recruit talents to meet the needs of professionals:

1), continue to play the role of online recruitment, and actively participate in various universities, social job fairs and other channels to recruit talents;

2) Continue to communicate with Pharmaceutical University, Higher Vocational College, Liaoning University of Traditional Chinese Medicine and Liaoning Health Vocational College. , and through lectures, organizing teachers and students to visit and other activities to increase the company's publicity on campus, expand the company's visibility on campus, establish a good corporate image, strive for long-term cooperation intentions, and actively transport talents for the company;

3) Make full use of the internship or probation period, and strictly examine the actual working ability of recruiters.

5, continue to strengthen the training work:

1), the training work is carried out in strict accordance with the company's training management system, and the training is tracked and implemented throughout the whole process, and the late tracking and effect evaluation of each training project are done well, and timely feedback is given;

2) Draw up the management system of internal trainers in enterprises, establish personal performance files of internal trainers, provide training opportunities for internal trainers, and incorporate the training achievements of each internal trainer into the personal performance files of internal trainers, so as to make internal trainers develop in a professional direction and mobilize the training enthusiasm of internal trainers in enterprises;

3) For department heads, increase the training requirements at the company level and incorporate them into the mid-year assessment; Improve employee personal training files.

Human resources department asks about work plan 2

I have worked in this company for three years. Although I am still the most common clerk in the company, I have completely mastered my work direction. I believe that as long as I make persistent efforts, I will do better next year!

The new year is a year full of challenges, opportunities and pressures. I have worked here for three years, and I have worked out a work plan for 20xx years here, so that I can make greater progress and achievements in the new year.

1) Carry forward the fighting spirit. Faced with the complicated work and heavy tasks in the warehouse, I & amplp not afraid of hardship, take the initiative to find something to do, and be diligent in my eyes, mouth, hands and legs &; R, actively adapt to various environments, temper your will and increase your talents in heavy work.

2) Carry forward the tireless enterprising spirit. Strengthen study, be brave in practice, read widely, pay attention to collecting all kinds of information while learning from books, and widely absorb all kinds of&; L nutrition and r; At the same time, pay attention to learning methods, correct learning attitude, improve learning efficiency, and strive to cultivate their solid work foundation, dialectical thinking methods and correct ideas. Strive to do a better job and establish a good image of the department.

3) Be a good assistant. Strive to complete and do the work assigned by the supervisor, and enhance the sense of responsibility and team consciousness. Take the initiative to do the work to the point and implement it to people. I will try my best to reduce the pressure on leaders. Be able to help supervisors or colleagues share some work while completing their own work. Help each other with colleagues and maintain a harmonious working environment.

4) Familiar with the company's new rules and regulations and business development. The company is constantly reforming and formulating new regulations, especially in the ongoing 7s implementation. As an old employee of the company, while observing the company's regulations, he must take responsibility and cooperate fully.

The above is my work plan for 20xx, which may be immature. I hope the leader will correct me. The train runs very fast on the headband, hoping to get the correct guidance and help from the company leaders and department leaders. Looking forward to 20xx, I will work harder and treat every job seriously and responsibly. I believe I will complete new tasks and meet new challenges in 20xx. With my own continuous efforts and the help of leaders and colleagues, I will do better in the new year.

Hr asked article 3 of the work plan

Work plan for the near future and 20xx years

1, do a good job of 20xx customer satisfaction survey;

2.20xx When the contract expires at the end of XX, collect opinions on renewal or termination;

3, continue to improve the basic information of personnel:

Continue to improve employee files with the help of information system: personal data, educational background data, physical examination data, assessment results, job changes, rewards and punishments data are all stored in personal files. At the same time, further standardize and establish and improve the procedures of entry and exit (external employment, dismissal and resignation) and internal transfer-in and transfer-out procedures.

4. Continue to do a good job in recruitment:

Strictly follow the process of recruitment, and do a good job in personnel selection and interview according to the company's development plan. Take various ways to recruit talents to meet the needs of professionals:

1), continue to play the role of online recruitment, and actively participate in various universities, social job fairs and other channels to recruit talents;

2) Continue to communicate with Pharmaceutical University, Higher Vocational College, Liaoning University of Traditional Chinese Medicine and Liaoning Health Vocational College. , and through lectures, organizing teachers and students to visit and other activities to increase the company's publicity on campus, expand the company's visibility on campus, establish a good corporate image, strive for long-term cooperation intentions, and actively transport talents for the company;

3) Make full use of the internship or probation period, and strictly examine the actual working ability of recruiters.

5, continue to strengthen the training work:

1), the training work is carried out in strict accordance with the company's training management system, and the training is tracked and implemented throughout the whole process, and the late tracking and effect evaluation of each training project are done well, and timely feedback is given;

2) Draw up the management system of internal trainers in enterprises, establish personal performance files of internal trainers, provide training opportunities for internal trainers, and incorporate the training achievements of each internal trainer into the personal performance files of internal trainers, so as to make internal trainers develop in a professional direction and mobilize the training enthusiasm of internal trainers in enterprises;

3) For department heads, increase the training requirements at the company level and incorporate them into the mid-year assessment;

Improve employee personal training files.

6. Pay attention to relevant national and local labor policies and avoid employment risks.

Increase communication with the labor department, pay attention to the relevant policies of the labor department, and regularly check the internal labor costs to avoid employment risks and reduce labor disputes.

7. Work instruction of the branch.

Hr asked article 4 of the work plan

Improve the organizational structure of the company

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 organizational structure of xx company. 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. 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 before the end of 4.xx 1 month;

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. Complete the organization chart of the company, the organization chart of each department and the company staffing plan before the end of March in 6.xx. 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. * * * Page 5, current page 1 12345

Three. Matters needing attention in achieving the goal:

1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. 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.

Hr asked article 5 of the work plan.

First, post setting, personnel adjustment and recruitment management.

1. Organize to formulate the organizational structure and post setting scheme of the branch. According to the annual business plan of this year's branch, the human resources department of the company organized and formulated the organizational structure and post preparation plan of this year's branch at the beginning of the year, which was reported to the head office after being discussed and approved by the branch manager's office meeting. In the middle and late this year, according to the needs of the branch, the organizational structure was partially adjusted. At the beginning of May, the personnel administration office was divided into the general manager's office and the human resources department, and the chief engineer's office was established in mid-July.

2. Rationally optimize personnel and moderately reduce grass-roots operators. According to the current situation of the company, the establishment of each department will be sorted out, and the cleaning post of the general manager's office will be cancelled before the end of the year.

3. Organize branch companies to recruit job vacancies. This year, according to the post setting formulated at the beginning of the year, the Human Resources Department conducted employee recruitment based on the principle of careful recruitment and meeting demand.

4. Develop recruitment tools. In order to improve the evaluation ability of candidates' quality in the process of talent selection, promote the unification of talent selection criteria, and improve the selection quality in the recruitment process, according to the requirements of the Notice on Organizing the Compilation of Examination Questions for Talent Evaluation of Holding Companies, the human resources department of the company began to organize the compilation of talent evaluation tests as an important tool for talent selection in early June. Because the recruitment needs of the company have not appeared after the preparation of the talent evaluation test, this tool has not been applied yet.

5. The recruitment rate and turnover rate of key personnel. As of June 5438+February 3 1, the turnover rate of key personnel was 25.438+0%.

6. Personnel training and transportation.

Second, performance management.

1, signing and assessment of annual performance responsibility letter of department manager.

At the beginning of the year, according to the business plan of the branch and the indicators in the performance responsibility book of the branch manager 18, the human resources department of the company decomposed and formulated the performance responsibility book of the branch manager and above 18, and signed the performance responsibility book in time after full communication. At the same time, the human resources department will strengthen the tracking, collection and collation of information related to various assessment indicators in daily work, so as to provide the basis and guarantee for the smooth implementation of the year-end assessment.

2. Monthly assessment.

On the basis of the detailed rules for the implementation of monthly assessment issued by the head office, the human resources department of the company further refines and standardizes the management of monthly assessment, and formulates templates for filling out assessment forms for different personnel to ensure the effectiveness of the application of assessment tools.

3. Special evaluation.

This year, the human resources department of the company organized employee confirmation, nomination and employment assessment according to the requirements of the company system to ensure the integrity of the assessment data.

4. Quarterly evaluation.

The human resources department of the company regularly organizes the quarterly debriefing of the deputy general manager (before the general manager's debriefing), and builds a communication platform between the general manager and the deputy general manager.

5. Year-end evaluation.

On the basis of observing the assessment principles of the past years, the Human Resources Department of the company adjusted the assessment scheme according to the requirements of the Head Office this year, adding key indicators assessment, ability attitude assessment and special addition and subtraction points for department/project leaders, each of which has a certain weight, making the assessment more reasonable and objective.

Third, the remuneration.

1, salary survey and calculation. According to the overall deployment of the human resources department of the head office, the human resources department of the company conducts salary survey and data calculation for the branches, and reports it to the human resources department of the head office as required. The human resources department of the head office will arrange the next step to ensure the introduction of the new salary system as soon as possible.

2. Implement the current salary system. The company's current salary system is 13 version. Therefore, in the absence of a new salary system, the company has done a good job in the salary management of branch employees in accordance with the requirements of the system. At present, the salaries of employees in the company are basically implemented in accordance with this system. The salary during the probation period has been adjusted accordingly, and it is 80% of the full salary after becoming a full member.

Article 6 of the human resources q work plan

Main work plans and objectives of the Human Resources Department in 20xx:

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 and demand, and flexibly choose the employment method:

(1) Attend the large-scale talent exchange fair in X region on Saturday.

(2) Publish the recruitment information on the X Talent Recruitment Network.

(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, the strategy of the company

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 shall organize a 20xx annual human resources demand survey, and the shopping mall shall cooperate 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 determines the standard staffing of each store according to the analysis of the 20xx recruitment schedule and the 20xx standard configuration table filled in by each store.

3. Take stock of the current situation of human resources and count the shortage and number of statisticians.

4. Statistically predict the personnel who may leave in the short term, and predict the future brain drain data of the enterprise.