Excellent work plan of human resources department in the second half of 2022 1
First, further improve the performance appraisal and improve the accuracy and effectiveness of the appraisal.
1, aiming at the problems existing in the implementation of performance appraisal, put forward relevant solutions.
2. Change employees' ideas. Many employees think that performance appraisal is the behavior of leading the manager's work performance and performance this month at the end of the month, and it is one-way leadership and control. Through the publicity and training of performance appraisal, employees can understand that performance appraisal can strengthen the communication and interaction between employees and leaders, enhance their own abilities and play a good role in promoting personal career planning.
Two, further improve the training work, make it targeted and practical.
(1) orientation training for new employees
(2) on-the-job staff training
(1) Make the training plan for the second half of the year according to the current personnel situation of this department. According to the current personnel composition of this department, the heads of all departments actively participate in the communication of employees in this department, and determine the training objectives, training contents, trainers, training leaders, training time, etc. And report to the human resources department. The human resources department adjusts the training plan for the second half of the year according to the situation reported by various departments and takes the lead in implementing it.
② Strengthen training supervision and inspection. The Human Resources Department knows the progress of the training plan and the implementation of the training project from time to time every month, and provides necessary support and help.
③ Comprehensively strengthen the training evaluation system. The general principles of training evaluation can be roughly divided into three levels. The first level is the behavior of the learning process, the second level is the test results after training, and the third level is the degree of application in practical work. The Human Resources Department assists all departments to formulate corresponding training evaluation methods for different training programs of all departments.
④ Carry out diversified training forms. In the second half of the year, a variety of training methods will be expanded, mainly including:
A. induction training for new employees. On-site instruction by professionals in the enterprise will improve the training efficiency and let new employees take up their posts as soon as possible.
B. on-the-job training. Business backbones of enterprises conduct "help, communication and guidance" training for on-the-job and reserve personnel in actual jobs, so as to strengthen employees' practical operation ability and improve their professional knowledge level.
C. combination of internal training and overseas training. Internally, in view of the problems and questions existing in practical work, external professional trainers and enterprise backbones are hired for special training; Externally, professional training institutions will be selected, long-term cooperative management will be established, and excellent employees will be sent to study regularly.
D. exchange learning. Communicate and learn regularly within the Division and between departments, promote communication among departments, and be familiar with relevant work processes, so as to better cooperate in practical work. Outside the enterprise, organize outstanding employees to inspect the enterprises in the same industry from time to time and learn the advanced technology and experience of other enterprises.
E. encourage employees to improve themselves. Encourage employees to use the internet and corporate libraries in their spare time to increase their business knowledge and improve their business level; Encourage employees to continue learning and innovate independently, and enterprises will recognize and reward their achievements.
⑤ Establish the responsibility mechanism of department manager training. In the training work, department managers should play the role of "catalyst", encourage and guide the development of department employees, work out practical training plans with department employees, provide employees with a platform and working environment to give full play to their personal potential, and regularly report their performance to the Human Resources Department.
(3) management improvement.
As the leading force of the department, department managers and project leaders guide the development direction of the department. Their professional level directly determines the success or failure of the department and even affects the development of enterprises. In the second half of 20__, organize managers of various departments to study abroad in batches.
Third, complete the recruitment target and ensure the quality of the employed personnel.
(1) Recruitment: broaden recruitment channels, organize recruitment in a planned and purposeful manner, and formulate detailed recruitment procedures to select outstanding talents for enterprises.
(2) Employment: Improve the personnel assessment and employment procedures, add collegiate interview in addition to written examination and interview, and the general manager, human resources manager and department manager will participate in the interview selection, so as to improve the interview efficiency and ensure the employment of qualified talents for the enterprise. During the probation period of new employees, the department manager will communicate with new employees from time to time, keep abreast of the status of new employees, and make relevant evaluations on their performance during the probation period.
Fourth, strengthen human resource management.
(1) Realize the institutionalization of human resource management and ensure the scientific nature of human resource management.
① Establish corresponding rules and regulations in personnel appointment, staff training and salary assessment. And constantly improve in the implementation process, so that all aspects can "abide by the law, strictly enforce the law, and offenders will be prosecuted", assist all departments to organize employees to learn enterprise rules and regulations, and improve their awareness of norms.
② Conduct relevant investigations on team building, salary and welfare, reward and punishment performance, etc., and further improve the employee recruitment and salary increase system.
(2) Improve the communication mechanism of enterprises to ensure smooth communication channels.
① Strengthen the construction of information feedback, open enterprise hotline, actively listen to employees' understanding and suggestions on enterprise management, and actively adopt some reasonable suggestions. At the same time, employees' satisfaction questionnaire survey is carried out from time to time to understand employees' satisfaction with the enterprise in an all-round way, and feedback it to the decision-making level in time to provide suggestions for improvement.
(2) Organize various activities on a regular basis, cultivate close relationships among employees, strengthen teamwork, coordinate education with each other, and enhance collective consciousness.
(3) People-oriented, talent-oriented.
① Further standardize the employment and retention mechanism of enterprises, put people first and talents first, take talent management as the strategic support of enterprises, and do a good job in the construction of talent team.
(2) departments at all levels should attach importance to talent management and improve their understanding and execution of human resource management, especially talent management.
(4) Take training as corporate responsibility and establish a new concept of training management.
(1) realize multi-angle training management, make the training work extensive and targeted, ensure that all employees master the training knowledge, and conduct systematic training according to the needs of different personnel; Combine pre-job training with on-the-job training to ensure the continuity and integrity of training; Through the investigation of training needs, an effective training plan is formulated, so that the training results can play a substantial role in guiding and promoting the actual work.
(2) According to the development planning and business objectives of the enterprise, analyze and think about the potential human resource needs of the enterprise in a forward-looking way, and organize human resource development and related training.
(3) Improve the training awareness of all employees of the enterprise and regard training as a long-term strategic work of the enterprise.
Excellent Work Plan II of Human Resources Department in the Second Half of 2022
I. Work objectives
Recruiting employees suitable for the development of various departments of the company mainly needs sales department, customer service department and other major departments, but the recruitment work of other departments can not be relaxed, and the recruitment task can be completed in time while ensuring the quality of new people.
Secondly, where employees go and training, because of the increase of new people, it is inevitable to conduct disciplinary training for employees. To this end, the recruitment progress of employees also needs to be prepared in detail.
In addition, there are employee assessment and other work, do a good job of collecting information about new employees, and facilitate the adjustment of benefits.
Second, the recruitment plan
In terms of recruitment, at present, recruitment is mainly carried out through the internet, and resume selection is mainly biased towards suitable fresh graduates. After all, further training is needed, so it is more appropriate to choose suitable talents for internal training.
In addition, for the newly-built department, some experienced personnel are needed to help the construction. Therefore, it is necessary to seek the opinions of relevant leaders and recruit experienced talents accurately.
The main purpose of this time is expansion. Although the recruitment of fresh graduates needs to be accurate, it also needs a certain number to ensure the number of people who stay later. To this end, we need to carefully control it in this regard.
Third, the training plan
Training is mainly divided into two aspects, one is the experience training of newcomers, which is mainly arranged and prepared by department heads. Secondly, the management training of employees. This training is suitable for the later recruitment period. After the employees are stable, further training management will be carried out to standardize the company's discipline, so as to strengthen management and further improve the operational efficiency of all departments.
Four. information acquisition
For the filing of new employee information, it is necessary to strictly implement, inquire about past employee information, update employee information database in time, and strengthen management.
And in the second half of the year _ month or so for assessment, to adjust the treatment of employees.
Most of the work is as above, and the implementation of the plan requires the active efforts of our whole department. In the pre-work and staff training stage, don't forget the strict requirements for the personnel department staff to strengthen the working ability of the personnel department.
Excellent Work Plan of Human Resources Department in the Second Half of 2022 3
(1) After the revision and discussion in the first half of the year, the basic salary system will be promulgated and implemented in _ _ _ _, so as to standardize and standardize the salary determination. At the same time, we will investigate and analyze the salary level of industries and regions, adjust the salary of some positions and personnel, promote the internal fairness and external competitive advantage of salary, and make the salary truly reflect the contribution and personal value of employees, so as to retain internal outstanding employees and attract external outstanding talents to join.
In addition, the turnover rate of female workers on site is high and it is difficult to recruit workers. One of the important reasons is the implementation of piece-rate wages during the probation period. Due to poor proficiency, the salary is low. Therefore, it is suggested that the new front-line employees be given a fixed salary of one month, that is, taking Man Qin as an example, the first month of junior high school graduates is fixed at _ _ yuan, and the second month of technical secondary school graduates is _ _ yuan, which is equivalent to giving new employees a one-month training familiarization period.
(2) Continue to do a good job in recruiting urgently needed talents.
1. In view of the difficulty in recruiting female workers in this region, we will consider recruiting in overseas rural areas in late July, in addition to expanding recruitment channels. At the same time, it is suggested that the company should incorporate the recruitment cost caused by employee turnover into the labor cost assessment index of each unit, so as to promote the supervisor of the employer to pay attention to maintaining the stability of the employees in the unit and effectively reduce the employee turnover rate. Grass-roots management cadres should also improve their management methods-pay attention to the reasonable requirements of employees and make reasonable arrangements for work distribution according to their personal strengths and abilities.
Companies should also pay attention to the allocation of front-line operators. For the improvement of production capacity, in addition to increasing personnel, we can also consider improving equipment utilization rate, improving process flow, upgrading automation operation level and improving the proficiency of existing personnel, avoiding the use of crowd tactics, and should formulate a reasonable proportional relationship between labor cost consumption and output value to control the excessive growth of personnel and labor costs from the source.
2, standardize the recruitment process of ordinary employees, reduce the interference of human abnormal factors, and ensure the fairness of the recruitment process.
3. Strengthen the induction training for new employees, formulate management measures for new employees' internship and confirmation assessment, and hold seminars for new employees from time to time to solve the difficulties of new employees' work and life and let them stay.
(3) standardize the management of personnel flow, implement competition for posts, and make the flow reasonable and fair.
(4) Improve the assessment and incentive system, take management by objectives as the guidance, measure employees' work performance with work results as the standard, and combine the assessment results with the selection of outstanding employees, and link them with the year-end bonus distribution and the promotion and appointment of cadres.
1. According to the trial operation in the first half of the year, the self-assessment method was revised and the scope of appraisers was expanded. The revised objectives are: to quantify the assessment indicators; Increase corresponding indicators for cadres: such as the hours of training subordinates, the hours of participating in learning, and the control of the turnover rate of department personnel; Assessment cycle, quarterly assessment of cadres, and monthly assessment of ordinary employees; Use of assessment results: combine the assessment results with the selection of outstanding employees and the annual assessment.
2. Formulate the "Technical Personnel Grade Evaluation Method", determine technical titles and corresponding salary grades through regular evaluation of technical personnel, and create an effective incentive mechanism.
3. Formulate annual assessment management methods, define the annual assessment standards and the use of assessment results for all kinds of employees, and link the annual assessment results with salary grade fluctuation, year-end bonus and cadre promotion. Reward the excellent and punish the poor, and implement a certain proportion of the last elimination to enhance the sense of crisis and competition of all employees.
4. In order to arouse the enthusiasm of employees for innovation and improvement, and promote the construction of corporate culture, the Management Measures for Improvement Suggestions are specially formulated to reward outstanding suggestions.
(5) Strengthen training management and effectively improve training efficiency;
1. Revise the Training Control Procedure to clarify the rights and responsibilities of training, and it will be officially promulgated and implemented in, which will serve as the basis for the company's training management, so that training can be managed in a unified way, training guidance and inspection of all units can be strengthened, and foreign training can be managed in a centralized way.
2, do a good job of training demand investigation, improve the pertinence of training. In the second half of the year, we will formulate the company's education and training plan according to the job responsibilities and qualifications, clarify the training objectives, training courses and training hours of all kinds of personnel, and prepare for the implementation of certificates for important positions of the company. At the same time, we should link training with post rotation, cadre promotion assessment and other mechanisms to form an atmosphere of autonomous learning and advocate conscious and active learning. Especially for management cadres, we should take the hours of training subordinates and the hours of participating in training as important assessment indicators, so that cadres can attach importance to their own training and the training of subordinates and promote the overall improvement of the quality and ability of all staff.
3. Evaluate the training effect in time: after class, give students a written test, write a training experience report, make a post-training action plan, and evaluate their work performance before and after the training 1 to 3 months. Tutors are evaluated by students.
4. Strengthen the selection and training of internal lecturers, grant teaching allowances to internal lecturers, mobilize their teaching enthusiasm, and at the same time, supplement them with corresponding assessments to promote the survival of the fittest.
5. Promote the modernization of teaching. First, promote the use of projectors and use POWERPOINT to make teaching materials to enhance the training effect; The second is to learn from the training methods of consulting companies, introduce teaching methods such as game teaching method and role-playing method, and enhance the participation of students and the attraction of training according to the principle of adult learning.
6. Adjust the teaching of SBS Zipper College in the second half of the year;
(1) The remaining courses in the production management class and the business management class will be reduced, and both classes will be finished in the second half of the year. Teaching arrangements will be negotiated with Huada in July.
(2) In the case of compressed class hours, students are required to solve the contradiction between work and study and strive for time to study as much as possible. Supervisors at all levels should fully support students' learning, and the human resources department will strictly train attendance management to ensure the learning effect.
(3) In the second half of the year, make-up exams and graduation of mold machinery classes will be completed, outstanding students will be rewarded in time, and salary grade promotion and cadre promotion will be given priority to promote students' learning enthusiasm.
(4) In the future, the school-running mode of SBS Zipper College will be reformed, and the classes will be more in line with the actual needs of employees, and the partners can be broadened. The operation cycle will be long, medium and short, focusing on management cadres, marketers and technicians.
(six) improve the information level of daily personnel management, improve work efficiency and quality:
1, which requires the information technology department to improve and update the personnel information system, thoroughly solve the problems left over from history, and ensure the accuracy of personnel data statistics and the operability of daily personnel work.
2. Cooperate with the computer attendance software of the Information Technology Department to carry out corresponding work. This work is led by the Information Technology Department, and our department provides corresponding cooperation.
Excellent Work Plan of Human Resources Department in the Second Half of 2022 4
The general requirements for the safety work in our factory in the past 20__ years are: under the guidance of "Assessment Standard for Safety Governance of Automobile Maintenance Enterprises", adhering to the guiding ideology of * * * management, with the purpose of strengthening employees' awareness of safety production, improving employees' safety production skills and strengthening safety production inspectors, actively participating in the construction of enterprise safety culture, extensively investigating violations and hidden dangers, establishing an operating mechanism of safety self-governance, and ensuring that safety work is not disorderly, continuous and sustainable.
First, strengthen the construction of the safety work system and promote the establishment of an autonomous operation mechanism for the safety team.
1, decompose employee safety indicators layer by layer, and implement responsibilities layer by layer. In the new year, Yin Shi Company will sign 20__ annual safety production responsibility letters with various units. All units shall sign corresponding safety production responsibility letters with employees.
2. The shift leader responsibility system is implemented, and the leaders of each unit are the first responsible person for the safety work of this unit. The company will take the form of risk contract assessment, and increase the rewards and punishments for the safety assessment of the heads of all units. At the end of each quarter, the heads of all units must report to the company the safety work in this quarter.
3. Implement the one-vote veto system for safety. In the past 20 years, the company has included safety work in the assessment focus of each unit. Any accident or minor injury accident that breaks through the assessment index will cancel the promotion of the predecessor qualification in the current month, and the person in charge will cancel the award qualification in the current month. Check violations and hidden dangers on a monthly basis, and any unit that breaks through the assessment index will be disqualified for the month.
4. Strengthen basic safety work. In order to strengthen the guidance of grass-roots work in the process of shifting the focus of governance, at the beginning of the year, the company will release information related to safety governance to further promote the scientific, systematic and standardized operation of safety work. Each team should follow the requirements of "five ones" in safety work (signing safety responsibility letters, improving safety monitoring network, giving good safety education classes, adhering to safety inspection system, and making fair suggestions), and earnestly do a good job in basic work such as grassroots construction.
Two, carry out various publicity and education flows, strengthen the safety awareness and safety production skills of employees.
1, all levels should combine the difficulties and key points in the safety work of the unit, carry out all kinds of safety flows in a solid manner, and further improve the employees' awareness of safety in production. In June, we should vigorously carry out the theme flow of "Safety Production Month". In the third quarter, the competition with the theme of "National ankang cup Competition" was held, and the safety guarantee and various services in hot season were well done to help employees firmly establish the idea of "safety first, prevention first".
2, organizations at all levels should give full play to the upper hand of practical education, guide the study of safety laws, regulations and rules, and master the technology and skills of safe production. It is necessary to combine safety production with learning technology, make the process of safety production a process of learning new knowledge and technology, and make safety production and learning technology promote each other and complement each other, especially to strengthen safety education for young workers who have just entered the factory.
3. Organizations at all levels should infiltrate safety work into working hours, go deep into dormitories, remind people to rest, eliminate fatigue, and ensure that they have enough energy to work.
The third is to deepen the creation of responsibility areas and create a good atmosphere for employees' independent management of safety.
1, and further do a good job in the creation and management of responsibility areas. In 20__ _ _, all units should inherit and establish an all-round and three-dimensional network system of responsibility areas in accordance with the relevant provisions of the Safety Governance Code for Automobile Maintenance Enterprises, earnestly do a good job in creating grass-roots responsibility areas, and fully mobilize the enthusiasm of employees to participate in safety governance; At the same time, it is necessary to combine the production and operation characteristics of the unit, strive to cultivate characteristic work, further deepen the creation of the responsibility area, give play to its safety demonstration and monitoring role, and form a good atmosphere for independent management of safety.
2, vigorously carry out illegal check, check the flow of hidden dangers. All levels should take investigating and dealing with violations and hidden dangers as the main carrier of creating mobility in the area of responsibility, and constantly improve employees' awareness and ability of "self-discipline and self-protection" by conducting investigations on violations and hidden dangers. All levels should combine "self-inspection", "mutual inspection", "inspection" and "spot check" and conscientiously implement the safety inspection system. If the company finds safety problems during the inspection, it shall fill in the Employee Violation Questionnaire and the Safety Hidden Danger Investigation and Rectification Form in time, and make a summary report before the 3rd of next month after feedback to the unit. At the same time, all levels should also implement the rectification of potential safety hazards.
3. Pay special attention to the training and education of employees. The safety monitor is the basic force to implement the process. In order to improve the overall quality, the training and education of the step team adopts the method of grading implementation. The company is responsible for the training and education of team leaders. This year, 1-2 new safety inspectors will be arranged to attend the superior training course. Each unit is responsible for the training and education of employees in grass-roots posts, and all employees should be trained in rotation once every 20 years. In terms of training content, we should focus on studying and implementing the Safety Production Law and the Safety Governance Standard for Automobile Maintenance Enterprises, so as to promote the deepening of employees' ideological familiarity and the progress of governance monitoring level.
Fourth, give full play to the surprise role of each group of employees and participate in the environmental improvement and on-site safety management work plan.
1, actively participate in environmental improvement. All levels should actively organize the sudden flow of employees to cooperate with the factory department in accordance with the environmental remediation scale of "responsibility area is the same as outside the area, inside and outside the factory area, and temporary solutions are the same". Create a safe and civilized production environment by eliminating environmental dead angles, investigating traps and cooperating with the factory department.
2. Give full play to the surprise role of employees in the key work of the company and each team. This year, all units should take the initiative to volunteer according to their work priorities, organize employees to actively carry out surprise missions, and give full play to key projects.
Excellent work plan of human resources department in the second half of 2022 5
Training is an important work planned, implemented and supervised by the human resources department under the personal supervision of the general manager. All departments must attach importance to training. From managers to foremen, they are students, planners and organizers of training, and teachers. Poor training directly reflects managers' attention to procedures and management level.
1. The process of determining the training cycle will be divided into three stages: training planning stage, training implementation stage and training evaluation stage, namely, determining the training policy → determining the training requirements → formulating the training plan → implementing the training conditions → recording the training situation → formulating the evaluation plan → evaluating the actual training situation → evaluating the overall training plan and proposing improvement measures.
2. Determine the basic steps of training activities, that is, determine training needs → make training plans → determine training objectives → implement training → evaluate training.
3, the establishment of grass-roots training plan, that is, to improve the leadership and comprehensive quality of grass-roots managers as the goal of grass-roots training, with political thought, professional ethics, professional knowledge, practical skills as the training content, on-the-job training, self-study as the training form, quarterly training.
4. Improve the on-the-job training of employees, and implement the training content from the aspects of service, skills, language skills, operating norms, job responsibilities, gfd, professional ethics, quality training, courtesy, hotel service, guest complaint handling, case analysis, safety knowledge, legal knowledge, work awareness, etc. by combining individual training or one-on-one training, team training or departmental centralized training with theoretical courses, case answers and action demonstrations.
(3) Do a good job in employee assessment.
1. Follow up and evaluate new employees once a month.
2. Do a good job of evaluating outstanding employees every month.
3. Evaluate each department in theory and practice once every quarter, and come up with a punishment method.
4. Evaluate the management personnel once every six months, and put forward adjustment opinions to the management personnel. Evaluation purposes: To understand the working conditions of employees, find out the advantages and disadvantages of hotel management, master the working ability and management ability of employees and managers, fully mobilize the enthusiasm of employees through incentive measures, and adhere to the principle of fair, just and open evaluation.
(four) do a good job in the management of staff affairs.
1. Formulate detailed transaction management system and workflow: ① method of issuing meal cards; ② Daily menu standard; (3) raw material acceptance system and cost budget scheme; (4) Dining management measures; ⑤ Hygienic standard of canteen; ⑥ dormitory management measures; ⑦ dormitory allocation management measures; ⑧ locker management measures; Pet-name ruby labor insurance supplies distribution method.
2. Hold regular democratic life meetings to listen to employees' opinions.
3. Organize health promotion day to improve the health and epidemic prevention awareness of employees.
(5) Effectively carry out interpersonal communication within the hotel.
Effective communication is an important guarantee for the success of personnel management.
1. Coordinate with all departments to clarify their work responsibilities and related work procedures. Unclear responsibilities are one of the obstacles to communication. To solve this problem, we must first establish a standardized and scientific post responsibility system (such as establishing the contact and communication between posts and related posts, the rights and responsibilities of posts, etc.). Everyone must be familiar with these post responsibility systems and understand their relationship with others. Secondly, we should fully realize that standardized working procedures and workflow are the specific steps of hotel operation in various positions.
2. Give full play to departmental functions and establish good interpersonal relationships. First of all, we should be strict with ourselves, be fair and just, then understand and know the employees, and finally treat them sincerely.
(6) effectively carry out foreign exchanges.
On the basis of maintaining the existing relationship units, we will take telephone calls, registered letters and visits, seminars and other forms and timely visits on holidays, and establish good relations with the labor bureau, personnel bureau, telecommunications bureau, epidemic prevention station, fire brigade, sanitation team, Chengguan, public security, police station, industry and commerce, health bureau and school.
(seven) vigorously do a good job in demonstration training and promotion, and comprehensively promote the development of personnel work to a higher level. The power of example is infinite. In the new year, cooperate with the quality control department to do a good job in the selection of outstanding employees, capture about 10 typical employees every month, and organize study after the meeting (plan to make publicity columns and in-store newspapers to further promote the scope of publicity).
In the new year, under the guidance of the overall goal of the hotel, all the staff of the human resources department will adhere to the sustainable development strategy, forge ahead, keep pace with the times, live up to their mission, work hard in the great practice of creating a five-star hotel, and strive to make the work of the human resources department have a brand-new situation and outlook.
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