Inadvertently, the work has come to an end. During this time, I believe that everyone is facing many challenges and has gained a lot of growth. It's time to sum up past achievements in the work summary. Are you still worried about writing a work summary? The following is my semi-annual summary of personnel work (5 selected articles), hoping to help you.

1 20xx semi-annual summary of personnel work Under the guidance of leaders at all levels, with the cooperation and support of the company's human resources department and other departments, the human resources department of the branch actively carried out its own work, and strengthened post personnel setting, human resources training, human resources management informationization and human resources management system construction while further improving the basic work of human resources. In order to better carry out the work, the main work of our department in the first half of 20xx is summarized as follows:

First, strengthen the management system.

According to the overall requirements of the company's management system and the needs of the work, our department has successively formulated the measures for the payment of midnight snack subsidies and the regulations on the management of the handover of employees' vacation work.

Second, human resource management.

Farr project branch is the last construction site of our company, and its human resources are seriously insufficient. In order to make the project run in an orderly way, in the case that employees can't meet the project construction, in 20xx years, we solved the shortage of personnel in construction management, information, news propaganda, warehouse administrator, microcomputer management, logistics service and tanker driving by rehiring retired employees from the company and recruiting from the society. Due to the diversification of employment system, in order to manage orderly, our department has determined different employment contracts for different users and employment forms, which has met the employment needs of the branch.

Third, strengthen human resources training.

In order to continuously improve the quality and ability of employees and collaborators, and meet the needs of the company and employees' personal development, our department carefully organized and earnestly carried out various training work in 20xx. In March and April, 20xx cooperated with the Safety Production Supervision Bureau of the Provincial Economic and Trade Commission, the Provincial Quality Supervision Bureau and the Human Resources Department of the company to obtain evidence and change certificates for special operators on the hair ear site. Training and evidence collection involves welders, electricians, crane operators, mobile crane drivers, tower crane drivers, crane operators, forklifts, factory drivers, scaffolders, crane operators and construction elevator operators. In addition, according to the company's arrangement, three portal crane operators conducted a three-month internship. Through the above training, the demand for special operators in the Branch Company has been alleviated, which has played a positive role in completing the annual work of 20xx in the Branch Company.

Fourth, do a good job in the foundation and daily work of human resource management, and complete various tasks assigned by superiors and branch leaders.

1. Assist the human resources department of the company to complete the employee education and training plan, professional title review and declaration, and complete various statistical reports.

2, according to the requirements of economic accounting, establish and improve various statements and accounts. The human resources department of Faer Branch has two employees to complete the monthly contract accounting and annual settlement. To this end, we have established the following accounts: employee transfer-in and transfer-out basic data account, installation cooperation labor files, and expense account; Personal and professional income accounts; Agency employment, income account, etc.

3, conscientiously implement the wage policy, timely cash wages, bonuses and various subsidies.

4. Be responsible for the transfer of branch personnel, the daily deployment of cooperative employees, and the registration of employee leave and termination of leave.

5. Procurement and collection of work clothes for employees of each cooperation group of the project branch.

In short, our department has done a lot of work in the past six months, but there is still a lot of work to be done, which is still far from the requirements of the company and its branches. In the new year, our department will, as always, act in strict accordance with the policy, so that all our work will go to a higher level.

Semi-annual summary of personnel work. Strengthen the construction of cadres and talents and build a brave radio, film and television iron army.

Implement the system that middle-level cadres in the group can be promoted to the top and the middle-level cadres can be promoted to the bottom. In March, according to the assessment scheme of middle-level cadres' re-engagement, a new round of assessment of middle-level cadres' re-engagement was completed. Through the assessment of re-engagement, the awareness and ability of middle-level cadres to seek politics in their posts were further improved. Do a good job in the selection and recommendation of the director and deputy stationmaster of the broadcasting and advertising center of the municipal agricultural broadcasting station. Complete the rotation exchange of middle-level cadres and the assessment and appraisal of middle-level deputies after the probation period expires. Do a good job in the assessment and evaluation of middle-level cadres and township stationmasters of XX Group.

2. Cooperate with the Organization Department of the Municipal Party Committee to do a good job in cadre management.

First, cooperate with the Organization Department of the Municipal Party Committee to do a good job in the selection and recommendation of reserve cadres in municipal management, and recommend them to the Organization Department of the Municipal Party Committee for submission to the reserve cadres in municipal management, including preliminary candidates for reserve cadres at the deputy division level and preliminary candidates for outstanding young cadres born after 1985. Do a good job in training reserve cadres. The second is to cooperate with the Organization Department of the Municipal Party Committee to clean up leading cadres. In accordance with the relevant requirements, clean up the part-time jobs of on-the-job leaders, retired cadres and on-the-job middle managers of the group one by one. The third is to cooperate with the organization department of the municipal party Committee to complete the report on personal matters of leading cadres of the group in XX years.

3. Grasp the middle level, improve the quality and focus on training.

In April, on the basis of absorbing the opinions of various departments, the annual training plan of the group was formulated. In early May, in cooperation with the Talent Exchange Center of the Propaganda Department of Shanghai Municipal Committee, the second training course on improving the comprehensive ability of leading cadres above the middle level of the Group was held at Fudan University in Shanghai. Through full investigation in advance, we will train experts who seek to choose. The menu course covers media structure, resource management, industrial operation and new media communication strategies. At the same time, more than 30 leaders and middle-level cadres were selected to participate in the XX annual special training course to improve the comprehensive ability of leading cadres, the "Qiushi Lecture Hall" report meeting of the Organization Department of the Municipal Party Committee, and the county-level class. In order to broaden their horizons, broaden their knowledge and improve their abilities.

4. Grasp the backbone, walk in the middle, and seek practical results through secondary training.

According to the training plan, do a good job in training high-level talents and new employees, and improve the ability of the middle-level backbone of the group. One is to send nearly ten business backbones from various departments to participate in overseas training, including overseas full-time training for senior technicians. Second, four comprehensive business training lectures were held, including micro-drama creation counseling, program review and camera shooting, lighting guidance, service program creation level, webcast and event planning and execution, and 307 people participated in the training. The third is to complete the examination and approval of the second-level training plan of 13 department. * * * Send 46 business backbones from various departments to go out for training. Such as mobile media operation and media integration innovation seminar, media integration special training class, etc. Three departmental trainings on how to create excellent radio programs-Wu Jinlong special lecture, training on innovative construction of Party building columns, and how to do important meetings and major theme reports were carried out, and 75 people attended the trainings.

5. Actively cultivate and promote all kinds of talents.

At the end of last year, the group started the job competition between producer and project manager. In the first half of the year, the human resources center learned about the operation of this half year. From the feedback, this new talent selection mechanism works well, which enhances the sense of responsibility of producers and project managers, improves their ability and promotes the work of departments and columns. At the same time, in the first half of the year, * * * recommended to submit 12 outstanding talents from various provinces and cities, including advanced individuals in XX city's congestion control work, advanced individuals in Jiaxing city's major security service activities, advanced individuals in XX Jiaxing city's "Five Rivers * * * governance" (river length system), model workers in XXXX Jiaxing city, and commended individuals in the preparatory work of Zhejiang Red Boat Cadre College.

The second is to go deep into departmental research and continue to deepen the reform of the personnel system.

In the first half of the year, under the leadership of the leaders in charge, the Human Resources Center conducted in-depth research in various departments, solicited opinions and collected suggestions in the form of symposiums and questionnaires, and studied, revised and improved a series of programs and policies such as departmental performance appraisal, quarterly employee appraisal, and post appointment in public institutions.

Revise and improve the performance appraisal methods of group employees. Completed the "Implementation Opinions of the Group on the Quarterly Performance Appraisal of Employees" in XXXX, which mainly improved the determination of the mandatory allocation of quarterly appraisal and the performance appraisal methods of employees in XXXX administrative department.

2. Revise the implementation plan for post appointment of group institutions.

Since the official implementation of post setting management in public institutions in Jiaxing, XXXX, the employment of employees in the group has basically operated normally. After the implementation of post setting, various provinces and cities have successively issued a series of normative documents. According to the changes of the situation after seven years of operation and the opinions and suggestions heard in the investigation, combined with the spirit of the relevant normative documents of the higher authorities, the "Jiaxing Radio and Television Group Post Setting Implementation Plan" was revised and improved, and the promotion channels for professional and technical personnel in operating positions were increased according to the terms of post promotion years and promotion conditions. In the first half of the year, the Group started the appointment of professional and technical posts for XXXX years.

3. Promote the reform of the group pension system.

Continue to improve the pension reform policies of the group and institutions, and statistically analyze the basic data of the pension reform of the group staff; In May, the new social security base for the aged was put into use, and the pension and unemployment benefits paid by individuals deducted from their wages were adjusted according to the minimum base.

4. Do a good job in employee welfare and innovate to increase the independent choice of employees' physical examination.

Understand employees' opinions and feedback on physical examination through trade unions. Starting from the needs of employees, optional items can be added to the original traditional physical examination items to meet the requirements of employees and do a good job in physical examination. This year's physical examination * * * arranged for 358 retired employees, female employees over 40 years old, male employees over 45 years old, and middle-level and above technical leaders of the group to participate in the physical examination.

Third, adapt to the new situation and innovate talent recruitment.

In the first half of the year, the Human Resources Center Group launched many open recruitment for talents and hired more than 20 talents of all kinds. In order to cope with the new situation of talent demand in various departments, the recruitment methods of employees in the group were studied and adjusted. First, establish a replacement system, and take those who meet the recruitment requirements but are not hired due to the limitation of recruitment quota as replacement candidates; Second, establish a group intern trainee system.

In recruitment, instead of posting recruitment and passively waiting for registration, it is better to actively find job seekers with better contact conditions with the department.

Fourth, other work.

1. Press card management. Complete the audit and annual inspection of XX annual group press card.

2. Work of veteran cadres. In the first half of the year, the human resources center organized a symposium on the Spring Festival for retirees in XX years, and cooperated with the organization of fun sports games for retired workers, March 8th Festival and other activities.

3. Wages and benefits. Do a good job in XX annual salary and welfare budget, and complete the monthly salary list in time.

Summary of personnel work for half a year 3 Time flies, and half a year has passed in a blink of an eye. Over the past six months, with the strong support and active cooperation of company leaders and departments, the human resources department has successfully completed various tasks. Now I will briefly report to the leaders and colleagues as follows:

I. Human resources management

1. Optimize the personnel structure and rationally allocate on-the-job employees.

On the basis of personnel optimization and adjustment in xx years, in the first half of this year, individual posts were further adjusted (back office of the original department), and the internal retirement procedures of two employees who met the retirement age within three years from the legal age and the post transfer of 1 employee were completed.

At the same time, according to the company's long-term development goals and actual work needs, a tripartite agreement has been signed with two fresh graduates as interns; Completed the entry of two new employees and the signing of labor contracts, injecting new vitality into the enterprise. At present, the company has 89 employees (2 new employees).

In addition, through fully organizing, looking for relevant evidence and supporting materials, actively communicating and coordinating with the labor department, the pre-trial work of four special workers in xx City was successfully completed (pending provincial trial), and the pre-trial work of three special workers who terminated labor relations in the former Longjiang Boiler Factory was assisted; Complete the retirement approval of three employees of the company.

2. Employees' remuneration

In addition to reviewing and distributing the salaries and benefits of all kinds of employees in the company according to the regulations, it also completes the adjustment and distribution of performance pay and post subsidies for on-the-job employees according to the salary adjustment plan of xx employees in the company.

3. System Construction According to the company's performance appraisal management system, according to the company's daily assessment and personnel changes, the assessment content is adjusted and changed in time to ensure the effective operation of the assessment system.

According to the actual work situation of the company, the employee leave management system is formulated, the scope and treatment of various holidays of the company employees are defined, and the approval procedures and processes of employee leave are standardized.

At the same time, the company's "Attendance Management System" was revised to ensure the normal working order of the company.

4. Personnel and labor

According to the actual situation of xx and the performance salary adjustment in 16 years, actively coordinate and cooperate with the company's financial department to complete the filling of the Company's Questionnaire on the Basic Situation of Enterprise Employees in xx and the Questionnaire on Enterprise Salary in xx; Complete the declaration of xx annual salary manual.

Cooperate with the Party-Mass Work Department of the Company to complete the inventory of party member.

Second, social insurance work On the basis of careful statistics, the base adjustment and annual review of various social insurances (five insurances and one gold) for employees of the company have been successfully completed. And according to the actual situation of employee's labor contract signing, retirement, transfer and downsizing, handle the relevant procedures of employee's corresponding social insurance transfer, increase, decrease and renewal in time.

Complete the application and distribution of the company 1 old injured worker's hospitalization food allowance; Complete the appraisal of the level of disability of the company's injured employees (Zhen Xiao) and the application and distribution of disability subsidies (total amount 17608.64 yuan).

Third, staff training.

1. According to the overall deployment and requirements of the group, * * organize and arrange the middle and senior management personnel and related personnel of the company to participate in various professional knowledge and related training for 7 times, totaling 1 12 class hours;

2. Organize employees to learn the company's holiday management system and attendance management system;

3. According to the company's requirements, cooperate with the company's safety center to complete the formulation of "Safety Production Month" activities, and organize employees to study and test safety laws and regulations; At the same time, actively cooperate with relevant departments to organize and complete the xx-year "Protect Life" knowledge competition of the company;

4. Actively encourage employees to participate in various professional skills training, promotion and on-the-job continuing education. * * * Complete the declaration of 1 employee vocational skill appraisal.

Four. labor protection

According to the distribution standard of labor protection articles for employees of the company, the distribution of labor protection articles for employees of the company was completed in the first half of xx; According to the actual work needs of the company, issue rainproof clothes to the on-site personnel of the security and business center; And according to the increase and change of employees, the corresponding tooling will be issued in time.

Verb (abbreviation for verb) sends a letter to visit.

According to the company's petition management system, I earnestly performed my duties, and with the strong support, guidance and cooperation of the company's leaders, I completed the court mediation, related materials transfer and cost distribution of XXX litigation cases.

Sixth, shortcomings in the work.

Compared with last year, although the ideological concept and innovation consciousness have been improved, there are still some shortcomings, mainly due to the incomplete consideration and inadequate preparation of the problems encountered in the work, which has affected the work efficiency.

7. Work plan for the second half of 7.xx year

1. Improve the incentive mechanism for employee performance appraisal, and revise relevant contents in time to ensure the effective operation of the performance appraisal system.

2, cooperate with the company plan, reasonable staffing.

3. Strengthen theoretical knowledge learning, strive to improve personal quality, comprehensively consider problems, and improve work efficiency.

4. Do all the work related to human resources.

Although we have made some achievements in the first half of the year, there are still some shortcomings. In the future work, we should study hard, give play to our own advantages, overcome our own shortcomings, closely focus on the company's development and business objectives, work hard, improve the management level of the company's human resources department, and make greater contributions to the company's development and growth.

Please criticize and correct the improper points!

Semi-annual Summary of Personnel Work 4 Every day, the applicants who come and go in the company seem to be telling the vitality of our company, but I also understand that this needs the concerted efforts of many colleagues around me, especially the achievements made in the first half of the year, which are enviable no matter which company. After thinking about this, it is natural to summarize the personnel work in the first half of the year.

On the one hand, I contact employees who can apply in the company through online channels. Most of these members have rich work experience and can even work directly. What makes people feel puzzled is that these employees seem to pay more attention to five insurances and one fund and housing provident fund. As a human resources employee of the company, it is natural to prepare corresponding materials for your interview. In addition, the traditional recruitment of fresh graduates needs to accumulate high-tech talents needed by enterprises through several campus recruitment. Facing the present situation, I screen information on the network platform every day, and it is the place I should be responsible for to recruit talents that the enterprise is satisfied with. The key point is to assess reactive personality and avoid the embarrassing situation of high promotion rate and high turnover rate.

On the other hand, except for a few fresh graduates who need to take time off to go back to school to prepare their graduation thesis, the company's daily attendance is still relatively good. The rest of the employees did not have any leave and absenteeism in the first half of the year, which is undoubtedly very helpful to their work. But there is still a difficult project here, that is, to calculate the basic salary of employees by counting their performance. After checking their attendance with employees, we need to tell them to do their own salary well, especially in this highly competitive workplace, and don't talk about each other's salary level casually. At least I did a good job in this publicity work in the first half of the year.

Finally, daily welfare arrangements and activity planning, although there is no time for outdoor activities in the first half of the year. However, due to the leadership's emphasis on employees, there are still many welfare arrangements, whether it is holiday gifts or various cordial greetings. There are even zongzi packages for family members and cold drinks for employees in summer. Because of this, employees' sense of identity and cohesion to the company has been greatly enhanced after work, so I can still make this part of the work arrangement satisfactory to everyone.

Quietly, the first half of the year brought more challenges. At least for now, I have a clear idea of my future work schedule. What I lack now is to improve my career planning and work arrangement in the second half of the year according to the situation in the first half of the year. I must be able to play my role as a member of the enterprise personnel department in order to contribute to the company.

Semi-annual personnel work summary 5 With the arrival of summer, half of 20XX years have passed, which is also an important year for Yu Ying industry: factory expansion, ecological park approval, rock wool production line and so on. This marks the further development and growth of our company! In the first half of the year, in addition to personnel work, there were other tasks assigned by Li Gang Memorial Hall and General Manager. The following is my work summary report for the first half of the year:

First, the current situation of personnel:

There are 50 headquarters employees, 57 engineering companies and 34 disabled people. 1 Yulong, 1 Li Gang Memorial Hall. There are 7 new employees in the headquarters and 8 new employees in the engineering company. There are 4 employees leaving the headquarters and 3 employees leaving the engineering company. Generally speaking, the turnover rate of the company has decreased compared with the same year. The proportion of employees aged 30-50 is large, and the proportion of employees aged 20-30 is slightly less.

Second, the personnel files:

1. According to the classification of companies and departments, improve the file supplement: including resumes, identity documents, rewards and punishments, contracts, employee questionnaires, etc.

2. Classification of personnel files: on-the-job employee files, resigned employee files, disabled person files, employee assessment files, employee training assessment files, employee physical examination files, part-time engineering company files, safety training, employee questionnaires, rationalization proposals, etc. 13.

Third, organize employee physical examination:

In May, organize all employees of the company to have a physical examination in the south campus. There are *** 1 19 people, and the cost is 17850 yuan. Nothing serious, some high blood pressure.

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