Complete 5 department work plans

If you plan well, you will have a clear purpose for doing things, and your work quality and work efficiency will be higher. Below are 5 articles about the department’s work plan that I have compiled for you. I hope it will be helpful to you. Welcome everyone to read and study for reference!

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Department Work Plan 1

The Human Resources Department was established at the same time as the company. In this month, the Human Resources team has made great progress and improvement, and it has also witnessed the growth of the company. The improvement of colleagues is inseparable from the guidance and care of company leaders. The Human Resources Department will continue to further implement human resources work under the requirements of the company's general environment and become a loyal strategic partner of the company. Through this, the direction of our company's human resources development in the future is a competency-based human resources management system. Performance management system combined with management by objectives. Human resources work must achieve the three aspects of human resource management: standardization, standardization and professionalism. We will always move towards the goal! Now make a plan for the next overall work:

1. Human resource planning

Human resource planning is a big concept in the company. This work was also proposed in the early days of its establishment, but it was not implemented in place. On the one hand, its own technology was not up to standard, and on the other hand, the quality of the company's personnel was not high enough to participate in the planning. The next step is to continue this work and actually build it. Mainly includes the following tasks:

1) Adjust and produce human resource structure diagram under the guidance of corporate strategy.

2) Conduct an overall quality assessment of existing core employees to determine their overall quality and determine their areas for growth based on the job quality model. Recently completed.

3) Evaluate the costs of existing core employees and further make an overall plan for the next step.

2. Recruitment and Selection

Recruitment and selection is a very important and difficult part of human resources work. Because this module contains a lot of uncertainties, many companies No significant effect can be achieved in the real-time operation of the recruitment and selection module. So how to do a good job in recruitment? We need to improve from the following aspects:

1. Fully implement structured interviews to improve the professionalism of recruitment and selection. Professionalism directly reflects the degree of formalization of the enterprise, and also It directly affects the recruitment effect and corporate reputation, so in the next stage, human resources should become another powerful window for company promotion and contribute to establishing a good company image.

2. Increase recruitment specialists and train the second echelon of the human resources department.

3. Strengthen the construction of quality models and attract widespread attention. In the next two months, the quality models for major positions in each department will be fully established to provide a solid foundation for recruitment and selection.

4. Introduce new assessment software, strengthen the onboarding assessment of new employees, fully cooperate with structured interviews, and improve the overall scientificity and professionalism of the recruitment and selection work.

5. Train one to two recruiters in each department to participate in daily human resources interview work, strengthen recruitment cooperation, and improve recruitment efficiency. Expand the recruitment method and consider special recruitment. For example, quality control technical personnel can directly go to the school to sign a contract and cooperate. Excellent security personnel can directly contact the military to recruit veterans (based on considering whether it will bring corporate risks to the company), etc. etc.

3. Training and development

The purpose of training is to improve the quality of internal employees and enhance the overall team strength, and to cultivate echelons to improve the company's ability to resist risks.

Based on these two purposes and the company's current human resources status, the direction of training should be to improve the comprehensive quality of existing core personnel, clarify the training ladder, reasonably plan training costs, strengthen training evaluation and post-training effect tracking, and initially formulate the next step for our company Training is divided into several directions:

1. Systematic operation of training and establishment of a training system based on competency.

2. Establish an internal trainer system.

3. Training and evaluation are in place and follow-up is timely.

4. Hierarchical training.

First, let’s talk about the systematic operation of training. The training management system, like the performance management system, is participatory for all employees. Just like the assessment of performance management is not the whole of performance management but just one point, the arrangement, implementation and evaluation of training are just points of the training system. The establishment of competency models, the design of the training system, the management and control during the training process, and the tracking and implementation after the training constitute a training management system. Secondly, establish an internal trainer system. Since the establishment of the company, under the leadership's initiative, the Human Resources Department has been paying attention to the training and discovery of internal trainers, including establishing a corporate culture group and participating in market system lectures, etc., which are all helpful in the discovery of internal trainers. The external training of enterprises is only part of the strength. It is wise to fully explore internal resources and use internal professional advantages to enhance internal combat effectiveness. The establishment of an internal trainer system is expected to proceed as follows:

1) Determine which training modules internal trainers need to participate in, and which courses can currently be taught by internal trainers.

2) Improve the internal trainer system. The existing training system mentions how to reward internal training, but the incentive effect is not obvious. Secondly, the internal trainers are not professionally operated and there is no Corresponding detailed assessment system. If you establish an internal trainer system, you must first improve the system. The work is expected to be completed in March.

3) Company-wide announcement to recruit internal trainers. It is expected to be completed in April.

4) Develop and train internal trainers on a long-term basis, and provide them with a good growth atmosphere and growth assistance.

5) Conduct single and multiple assessments and annual assessments, selection and commendation of internal trainers.

6) It is expected that the internal trainer appointment system will be implemented next year.

Let’s talk about training and evaluation in place and timely tracking. As mentioned earlier, the training management system, like the assessment management system, is comprehensively managed and participated by all employees. Therefore, training evaluation is not only conducted by the human resources department, but also by various departments and long-term supervision. The principle of course arrangement is: no less than 1-2 external trainings per year for deputy manager level and no less than 5 external trainings per year for manager level. There is no limit to the number of in-house trainings and can be conducted based on needs and overall arrangements.

4. Salary and Benefits

Although our salary system has just been put into operation, we found through investigation that the operation is quite satisfactory, and for the most part, the operation is relatively stable. It shows that there are not big loopholes in the design of the salary system, but it still needs to be improved. The next steps for improvement are:

(1) It is recommended to change the title of seniority salary to "contribution year salary", so as to avoid conflicts with relevant national regulations. It can also reflect the company's salary advantages.

(2) From an external analysis, the average salary level in Kaifeng City does not have much reference value due to special reasons of national statistics. But from my personal understanding, our company’s wages at all levels are not competitive when competing with foreign companies and monopoly companies. Welfare benefits are not competitive when competing with state-owned companies. Salaries are slightly competitive when competing with private companies of the same scale. However, the benefits are not competitive and the salary is relatively competitive compared with the same industry. This also determines to a certain extent that our talent introduction strategy cannot be based on excellent and outstanding personnel, but should pay more attention to those who are suitable for us. They may not be very outstanding, but they can get 70% of the demand for a position. People who score points, even those who merely have potential.

These people can accompany the company's growth and will have greater loyalty. As the company grows, these people will eventually become the mainstay of the company. Therefore, in the next step of talent strategy, we are not focused on recruiting high-end talents, but on recruiting people with potential, who can tap their potential, and have good professional qualities, so as to form the first, second or even third-level talents of the company. Third echelon.

Therefore, in terms of the compensation strategy for 20__, it is recommended that the company pay more attention to the improvement of welfare and improve the welfare level of core employees based on the company's ability. For example, the scope of shares is expanded to the supervisor level, because employees above the supervisor level and technical employees are still the core employees of our company. How loyal these people are to the company and how their centripetal force directly affects the company's long-term development. In terms of the formation of the future personnel echelon, some outstanding supervisors with management potential will also serve as the first or second echelon of middle managers for talent reserve.

5. Performance Management

The performance management system includes 8 modules, which are also eight steps, including pre-implementation preparation, strategic planning, department plan and budget, performance plan, performance control, and performance appraisal. , performance communication, and application of assessment results. Each step during this period contains rich work content. As for performance management, companies must repeat these eight steps every year before they can be called performance management. Our current work involves every module and has been applied in every module. , the human resources department, under the leadership of the general manager, has gradually got on track in performance management work. At present, our main job is to further implement performance management work into details, enrich the application of performance appraisal results, and make performance management truly It plays a supporting role in corporate operations and provides rich and reliable reference for corporate strategies.

Department Work Plan 2

After a year of hard work in 20__, all colleagues in the Engineering Department completed various tasks and were recognized by the company leaders. The honor is hard-won, but the remaining workload is very heavy. This year is another critical year for "guaranteing the passage of the car". The central task of the Engineering Department this year is to ensure that the Yonglan Expressway is successfully opened to traffic by the end of the year. While ensuring the progress of the traffic, we must not relax the quality and safety of the project, so as to promote the progress of the project by focusing on quality and safety. Now combined with the actual situation of the Engineering Department, the plan for this year is formulated as follows:

1. Strengthen team building and improve service levels

1. Strengthen internal communication and exchanges to enhance departmental combat effectiveness

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A good team is first of all a team with strong discipline and strong execution ability. It completes the set tasks on time and never relaxes.

(1) It is necessary to improve the cohesion of people in the department, carry out more collective activities such as entertainment and sports, strive to build department teams, and strive for more humane management. Department managers and deputy managers must understand the thoughts of engineers in a timely manner Dynamics and difficulties, communicate more with engineers, be more considerate of engineers' difficulties, do a good job in everyone's ideological work in a timely manner, adhere to principles, and prevent the phenomenon of overstaffing.

(2) Division of labor and cooperation, strengthen internal communication, create a good working atmosphere, encourage and advocate the expression of different opinions, carry forward the spirit of unity and cooperation, clarify department goals and personal work goals, and carry out work in a planned and orderly manner , able to be oriented towards company goals and properly handle conflicts in department work and job work.

2. Carry forward the spirit of unity and cooperation, strengthen service ideas, and improve service levels.

The Engineering Department must establish the idea that all builders of Yonglan Expressway are "one family" and strengthen communication and communication with other departments of the company, construction units (at all levels), supervision units, local governments and within the department. Communicate, give full play to the personality charm of engineers, be familiar with the characteristics, abilities and adaptability of colleagues, communicate with colleagues frequently, and create a good working atmosphere. Everyone is required to establish an overall concept, establish the idea of ??serving construction, emphasize professionalism and hard-working spirit, regard the entire Yonglan Expressway construction as a large team operation, unify thinking, unified understanding, unified goals, and unified actions.

2. Strengthen a proactive work style and improve work efficiency.

1. Pipeline engineers should focus on the big goal of "guaranteeing the passage of vehicles", continue to serve the construction, and handle problems on the construction site in a timely manner without delay. If other departments are involved and we need to take the lead, we must actively cooperate and get the job done at the front.

2. Continue to strengthen each engineer's awareness of strict management and enthusiastic service, avoid the negative work attitude of waiting, relying on, and procrastination, regard the project as their own responsibility, strengthen self-awareness, strictly demand themselves, and pursue Be perfect, lead by example, and establish a good professional image; maintain a good work attitude and service awareness, work conscientiously and meticulously, be respectful and pragmatic, and dare to take responsibility.

3. Be proactive, conscientious and responsible, complete the tasks assigned by superiors with high quality and efficiency, ask for instructions and report in a timely manner when encountering problems, provide timely feedback and improvements when problems are discovered, follow up on work implementation in a timely and in place, and upload and distribute tasks quickly and efficiently. precise. Actively track and implement their respective work tasks and provide timely feedback, strengthen their sense of responsibility and professionalism, give full play to everyone's abilities, and maximize their own life value.

3. Do a good job in daily work, strengthen learning, and continuously improve the level of business management

1. All professional projects are fully rolled out, and all personnel must strengthen their professional skills (roadbed, bridges, tunnels) , pavement, housing construction, electromechanical, traffic safety engineering) knowledge, engineers learn from each other, improve business literacy, and become a qualified industry supervisor engineer with strong comprehensive ability. Strive for the support of company leaders and organize visits, inspections, and studies to other outstanding projects.

2. Engineers should strive to inspect the construction site more often to understand the progress, quality, and safety conditions, and inspect the construction site no less than 3 days a week.

3. Discover, reflect and solve construction site problems in a timely manner, and carefully prepare construction logs, weekly quality problem summaries, and countersign on-site change plans.

4. Supervise the progress of pavement, housing construction, and mechanical and electrical projects every month according to the inverted construction schedule plan. Analyze progress problems in a timely manner and find ways to solve progress problems for the construction unit. Complete the progress review and statistical reporting of the respective pipeline sections in a timely manner before the 25th of each month. Pipeline engineers carefully verify the inverted construction period assessment form reported by the construction unit based on the construction site conditions they know every day, and should pay special attention to special situations such as non-critical points becoming constraint points for controlling the construction period due to various reasons. If major discrepancies are discovered, they need to be reported in a timely manner. If there are good ideas for shortening the construction period, they should also be proposed in a timely manner.

5. Pay attention to the cross-cutting work of each project interface. This year is the year when civil engineering projects are coming to an end, and road, housing construction, electromechanical, and traffic safety projects are being tackled in an all-round way. The tasks are arduous and the construction period is under great pressure. It is necessary to maintain both progress and quality. This is a severe challenge for the Engineering Technology Department. It is necessary to plan in advance, make overall arrangements, and guide and help each construction unit to sort out the cross-cutting operations at each interface to prevent confusion and confusion.

6. Deal with the remaining problems of local water systems and road systems in a timely manner, clear up local conflicts, and ensure that no tail is left behind.

Department Work Plan 3

The past year was an extraordinary year. Our Xinlong No. 12 Engineering Department conscientiously implemented the company's work arrangements, overcame difficulties and faced challenges. Despite the adverse conditions of harsh weather, normal personnel movements in the first half of the year, high temperatures and heat, and heavy work tasks in the second half of the year, we fully completed all the tasks determined by the company. work tasks.

__ is a critical year for us to achieve a new level of company development. It will also be a tough year for us to face heavy pressure from production tasks and meet severe challenges. And combined with the actual situation of the company, the overall goals and production tasks for __ years of work were proposed, and a scientific and reasonable work plan was formulated.

1. Safety in production

Safety is the primary requirement for power production and the basis for the company's development. Safety is an eternal theme for power enterprises. We must always adhere to the policy of "safety first, prevention first" and conscientiously implement the safety production responsibility system. We hold weekly team safety meetings on time and vigorously carry out publicity and education so that employees can understand the importance of safety from the perspective of life safety and consciously care for life, family and enterprise, so as to keep the alarm ringing and raise awareness of prevention.

Carefully study the various documents of State Grid Corporation of China, Jiande Bureau, and Xinlong Company, and combine the "three don'ts" and the "nine musts" to pay close attention to safety work, and always ensure that work tasks are completed under the premise of safety.

2. Two votes and three systems

Strictly implement the "two votes" work system. No matter whether the task is complex or simple, the work must be done with a ticket. First, do a good job on-site inspection before work, identify dangerous points and unsafe factors, and always keep the work site in a state of "controllable, controllable, and under control". Second, hold every pre-class meeting seriously and "three handovers and three checks" clearly and carefully. During the disclosure, each employee must be clear about his/her work tasks, danger points, and preventive measures. Third, summarize afterwards to summarize the shortcomings and safety hazards in the work.

3. Material and data management

Develop a serious and responsible material manager who must understand the materials coming in and out every day. The warehouse must have a clear ledger, a list of materials coming in and out, and a reasonable Submit various materials. After the project is completed, the inventory of the warehouse and the registration of waste materials will be handed over to the bureau warehouse immediately. Never falsely report or falsely report materials.

Get the design book and the three measures before the start of the project, study them carefully, make a monthly work plan, and reasonably arrange daily work tasks. After the project is completed, all relevant materials will be handed over in a timely manner and stubs will be kept.

4. Strengthen communication and serve the people

Strengthen exchanges and communication with main businesses such as power supply offices and power distribution work areas. Renovation, construction within its scope. In the event of a power outage, a power outage contact form must be issued in advance to ensure advance notification and preparation.

During construction, arrange the wiring and bracket installation scientifically and rationally, avoid unnecessary troubles, do not quarrel with users, explain to users patiently and carefully, and must be 100% accurate. Excellent service.

5. Care for employees and work seriously

Carefully convey the spirit of the company and each meeting, let them know and understand the company's situation, always care about employees' lives, and improve employees' work enthusiasm. Especially for new employees, old employees, and senior masters who have just entered the company, they should take the lead, guide their young apprentices, have strict requirements at work, and care about their lives, so that the new employees can make great progress in their work and master all kinds of skills. Work and become the backbone of the company. Let everyone, as a member of the entire engineering department, feel that Xinlong Company is a big family and the engineering department is a small family.

The glory of __ years has been recorded in the annals of history. Under the correct leadership of the company, let us carry forward the corporate spirit of Xinlong people "not afraid of hardship and hardship", and with a more enterprising mental state, Have a stronger sense of responsibility and mission, strengthen confidence in responding to market challenges, face difficulties, turn pressure into motivation, turn challenges into opportunities, and calmly respond to challenges, in order to achieve a serious and pragmatic work style and innovative work concepts, and once again write a new chapter A new chapter for Xinlong Company. Finally, I believe that our 12th Engineering Department, under the leadership of the company's leaders, will be able to successfully complete the __ year work goals and give the company a satisfactory answer.

Department work plan 4

1. Routine work

1. Complete the salary verification of the introduced teachers after their regularization in 20nn and the salary determination of the new teachers in 20nn .

2. Complete the submission of 20nn teacher intermediate professional title materials.

3. Further improve the management work after the implementation of the employment contract system and the follow-up work of the personnel agency.

4. Complete the retirement procedures for three retired teachers and staff who have reached the age of retirement.

5. Do a good job in maintaining the personnel spmis system and reporting information

6. Complete the statistical reporting of the third and fourth quarter personnel and salary monthly reports and the 20nn annual report.

7. Do a good job in calculating various types of wages and performance-based wages.

8. Cooperate with the school to carry out the annual assessment work in 20nn. Complete school safety and security work.

9. Cooperate with the party branch to complete the withdrawal meeting, family planning and other tasks.

10. Organize staff personnel files.

11. Do a good job in daily management of personnel.

2. Team building

1. Further improve the information database of various types of technical personnel in the school to facilitate dynamic tracking and management of various types of personnel classification.

2. Further optimize the school’s teaching staff structure. According to the "Requirements for Open Recruitment of Staff in Public Institutions", we will control the entrance and strengthen the assessment, testing and subsequent training of introduced personnel; effectively and reasonably allocate various types of personnel in our school according to the actual situation of our school; improve our skills through various trainings The quality of all types of personnel in our school.

3. In conjunction with the further deepening of the personnel system reform, further strengthen school employment contract management and position management.

3. Key tasks

In 20nn, combined with the further deepening of the salary system reform of Shanghai’s public institutions and the promulgation of detailed rules for the position setting of educational units, the school position setting will be standardized according to the requirements of the reform and strengthen Management of positions, and at the same time improving the job structure ratio of school professionals according to requirements.

4. As the personnel management department, we must continue to learn and improve concepts, improve the school's human resources management level, and improve the timeliness of services.

Department Work Plan 5

1. Adjustment of the overall planning of the town and township and preparation of regulatory detailed planning in the eastern part of the town: Inquiry to the design unit and sign a design contract to start design.

2. Assist towns and villages to begin planning preparation work.

3. Completed the construction drawing design and project budget for the renovation of streets and lanes in county towns, exterior decoration of buildings along the streets, greening and laying of colored bricks in important areas, and hard covering projects between buildings in residential areas.

4. Coordinate and supervise Anda to complete the planning and implementation of the five-star hotel in the Saltworks.

5. Assist towns and villages in the preparation of village improvement plans for new rural construction.

6. Planning approval work for construction projects: Coordinate with towns and villages to complete planning and site selection for rural residents’ housing construction.

7. Coordinate Anda to continue the reconstruction and construction work in the low-lying area of ??Sanpan Nianzi.

8. Urban construction archives work: organizing and archiving the project files of No. 6, No. 7 and No. 8 buildings of Liutiao Mass Fundraising in Guanglu Township.

9. Develop evaluation methods for township land resources and planning and construction work (the responsible part of the Planning Section).

Key work research: county town streets and lanes reconstruction, exterior decoration projects of buildings along the streets, and construction work plans for hard covering projects between buildings in residential areas.

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