Work Summary of Administration and Personnel Department of Property Company

Lead: Administration and Personnel Department is the core department of talent development and management of property companies, an important department of corporate culture construction, and a central hub connecting the preceding with the following, connecting the left and right, connecting the inside and the outside, and extending in all directions. The following is a summary of the work of the administrative personnel department of the property company that I share with you. Welcome to learn!

In the second half of 20 1X, the group leaders pointed out the new business strategy, and the property management company also changed its management mode and concept. In a short period of time, the impact of the old and new work concepts has caused great fluctuations within the company, and most employees are facing new challenges. With the support of the company's leaders, the administrative personnel department boldly tried and decisively introduced a series of reform measures in the administrative personnel system and employment, and closely cooperated with other departments, and achieved the expected results. The work of the administrative personnel department has been sublimated in the process of continuous transformation and learning, and it was on the right track at the end of 201X.

In order to sum up the experience, find out the gap and push our work to a new level, we now report the summary of 20 1X work and the outlook of 20 1X as follows:

I. summary of work in 20 1X years

(A) people-oriented, optimize innovation, and seek new breakthroughs in human resource management.

1, strategic management of human resources

Combined with the company's development planning and leadership management ideas, the administrative personnel department began to build the company's human resources management system in the second half of 20 1X, and initially completed the establishment of three modules of the company's human resources 6: recruitment and deployment, labor relations management and salary and welfare, which really promoted the company's human resources management from the previous personnel management to the present. The role of the administrative personnel department has also developed from the previous single administrative personnel management and control to the current role of serving and assisting the management of various departments.

2. Revision of employee handbook

In May and August of 20 1X, the administrative personnel department revised the employee handbook twice according to the salary and welfare system, personnel management system and the system that the company is implementing without written explanation, so that employees can further clarify the reward and punishment standards and code of conduct at work.

3. Organizational optimization

In the second half of 20 1X, with the support of the company's leaders, the administration and human resources department actively participated in the organization and planning of various departments and vigorously publicized the importance of "fixing posts, personnel and personnel". In the adjustment of individual personnel, we dare to put forward optimization suggestions from the perspective of scientific management, so as to make the best use of people and reduce labor costs and internal friction.

4. Staff recruitment and on-the-job management

A recruitment management: according to the company's development needs and staffing requirements, timely do a good job in personnel recruitment and potential development of existing personnel.

(A 1) annual turnover rate = total number of employees who left ÷ (total number of employees at the beginning of the year+total number of employees who joined) × 100%.

42%=5 1÷(48+75)× 100%

(A2) Annual attendance rate = annual number of employees (annual attendance rate) ÷ total number of employees × 100%.

53%=40÷75× 100%

The development of 20 1X company is still in the middle stage between the initial stage and the rising stage, and the turnover rate is as high as 42% this year, which brings difficulties to recruitment. Faced with this situation, the administrative personnel department has adopted diversified recruitment methods and established reasonable recruitment channels. At present, we have established contact with three professional organizations, registered three recruitment websites for free, established recruitment relations with three universities, and established a "recruitment and allocation management process".

On this basis, the administration and personnel department should save costs as much as possible, make the best use of talents, and make necessary analysis and control on the manpower demand of each department in the process of achieving the recruitment goal. Make the recruitment and deployment of personnel achieve three points: "meet the demand, ensure the reserve, and make the best move".

5. Entry and confirmation of employees

20 1X in the second half of the year, the administration and human resources department revised the confirmation process for new employees and added pre-employment monitoring for new employees. At the same time, limit the signing time of labor contracts, reduce loopholes in labor relations, and ensure the legitimacy of employment. Track the probationary employees in time and work closely with the employer to ensure that the new employees can successfully pass the probationary period and reduce the waste of personnel costs.

6. Salary and welfare management

In August of (1) and (20 1X), according to the current situation of the enterprise, after careful salary investigation, the administrative personnel department analyzed and evaluated each position and redesigned the salary. According to the present situation, the overtime management system is formulated, the deduction method of absenteeism wages is adjusted, the concept of overtime is reinterpreted, and the settlement method of overtime and absenteeism is unified. After that, the salary adjustment plan and salary investigation report were formulated, and the salary of each position was adjusted with the approval of the chairman, which played an important role in stabilizing and effectively stimulating the enthusiasm of employees, reducing employee complaints and reducing the legal risks of the company.

(2) The company abides by the state regulations to ensure the social security benefits of employees. In the second half of 20 1X, the administration and personnel department combed the current induction process for new employees, which not only extended the inspection period for new employees before induction, but also saved social security expenses under the legal framework.

(two) standardize management, optimize the system, improve the enterprise administrative management system.

1, system management

According to the original administrative system, the administrative personnel department has improved the employee handbook, tooling management system, work shoes management system, work card management system and health management system. At the same time, the implementation of the system was controlled, violations were found, and the punishment regulations were strictly enforced, so that sloppy behavior was standardized.

2. Strengthen attendance management and standardize employee behavior.

While perfecting the attendance management system, the Administration and Personnel Department has defined the vocabulary related to attendance, such as being late, absenteeism, overtime, etc. And strengthen the daily supervision and assessment. Corrected many employees' irregular behaviors in attendance, criticized and educated those who violated discipline, and made attendance truly "fair, open and just". In addition, the procedures of business trip and leave were further standardized and refined, so that the work order was well maintained.

3. Document management

File management: improve the file management of the administrative personnel department, establish written and electronic files, and file materials in time to ensure the integrity and easy access of the company's file management.

4. Strengthen asset management.

The company's fixed assets management is an important part of administrative management. Since May of 20 1X, the administrative personnel department has made a new inventory of the company's assets, reconfirmed the work accounts, and conducted regular inventory verification according to the principle that whoever uses them is responsible, so that the company's accounts are clear and managed in an orderly manner.

Two. Work prospect of 20 1X

According to the work situation and shortcomings of 20 1X, combined with the company's current development situation and future trend, the administrative personnel department has carried out the work of 20 1X from these aspects.

(A) to build a structure, optimize the team, sort out the establishment, and do a good job in human resources planning.

1. According to the company's development plan, further improve the company's organizational structure, identify and distinguish various departments, determine the post setting and job responsibilities of each department, strive for the scientific application of the organizational structure, and ensure the normal operation of the company under the existing structure.

2. Analyze the work of various departments and positions in the company, and provide scientific basis for talent recruitment, salary evaluation and performance appraisal. Through post analysis, we can understand the qualifications and work contents of each position in the company, so as to make the work distribution, work connection and workflow design of each department more accurate, and also help the company to understand the comprehensive work elements of each department and position. Through post analysis, the workload, contribution value and responsibility degree of each post are comprehensively considered, which provides a good foundation for formulating a scientific and reasonable salary system and implementing performance appraisal.

(2) Enrich recruitment channels and recruit outstanding talents to meet the development of enterprises.

1. Complete the daily recruitment and distribution of human resources.

On the basis of ensuring the daily recruitment and deployment next year, the Administration and Personnel Department will mainly do a good job in the reserve of technical personnel, improve the academic level of the company's technical professionals, and make a good talent reserve for the company to become a leading enterprise in the industry. At the same time, further strengthen the recruitment and selection of fresh graduates and cultivate talents needed by enterprises.

(C) efforts to build a reasonable salary system

1, improve salary management, improve employee salary structure, and implement a scientific and fair salary system. Based on the principle of "fair at home and competitive abroad", the administrative personnel department has improved the salary design, salary management and salary control according to the company's original salary system. At the same time, the salary levels of collagen industry and food industry were thoroughly investigated to provide decision-making basis for leaders.

2. Fully consider employee welfare, do a good job in employee motivation and career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.

Salary is the embodiment of employees' material needs in the short term. Under the influence of various factors, salary is constantly changing. Employee welfare is a long-term commitment of enterprises to employees and a necessary condition for enterprises to be more attractive. 20 1X plans to make some adjustments to the company's welfare policies, fundamentally solve the problems of employees' work enthusiasm, initiative, stability, loyalty and sense of honor, and form a fair and upward enterprise spirit.

(1) Welfare items established by the enterprise: holiday gifts, employee birthday solatium and employee wedding gifts.

(2) Plan to formulate incentive policies: select honorary titles such as "Advanced Worker" every year.

(D) bold attempt, reasonable optimization, boosting enterprise performance management

1. Plan to implement performance appraisal for company personnel.

The start of performance appraisal will be one of the important plans of 20 1X of the administrative personnel department. Its purpose is to improve the performance appraisal system, achieve the expected performance appraisal effect, and realize the fundamental purpose of performance appraisal (that is, to improve the work efficiency and enthusiasm of employees).

Because performance appraisal needs to be used in mature jobs, this work needs to be based on the development of 20 1X company.

(5) Establish an internal training mechanism and improve the training system.

1. Vigorously strengthen the training of employees' post knowledge, skills and quality, and intensify the development of internal talents.

Through the training and development of employees, the work skills, knowledge level, work efficiency and work quality of employees are further strengthened, so as to comprehensively improve the overall talent structure of the company and enhance the overall competitiveness of enterprises. Investment in employee training and development is not a free investment, but a long-term investment with rich returns.

(1) the administration and personnel department will conduct a training demand survey of all departments of the company at the beginning of 20 1X, and then draw up the annual training plan for 20 1X according to the survey results.

(2) Diversified training: mainly divided into internal training, external training and self-study.

External training is mainly to send employees to professional training institutions for training. Internal training is mainly conducted by internal lecturers (department heads and company leaders) to train employees' work skills, corporate culture or leadership management methods. Self-study is mainly to buy books and other materials to organize training, and achieve the expected training effect through employees' self-digestion (reading, work summary, etc.). ).

(3) The planned training content depends on the training needs, company development requirements and employee development requirements.

(6) Standardize management and strengthen administrative services.

1. Manuscripts, materials and documents published in the name of the company shall be handled in strict accordance with the writing procedures to ensure the quality of the manuscripts. The company's copywriting level is not only the performance of the company's administrative staff's working ability, but also the window of the company's external image. All kinds of documents and materials of the company are evidence of the company's growth and must be treated with a rigorous attitude. 20 1X will further standardize the font size, typesetting and other writing formats, and maintain the uniformity in the use of company formats.

2. Strengthen logistics services and create a good living environment.

(seven) people-oriented, improve the quality of corporate culture.

1, do a good job in corporate culture planning.

Establish internal publications, do a good job in refining the essence of the enterprise, carry out publicity and training, such as posting text slogans, organizing employees to carry out outreach training, etc., and strengthen employees' understanding of corporate culture and team spirit in many ways.

2. Care about employees and do the details of administrative services.

All personnel in the administration and personnel department should do a good job in communication with employees of the company, listen to their opinions, understand their work and life information, answer questions for employees in a timely manner, solve the puzzles and difficulties in their work and life, and keep employees in good working condition.

In the coming 20 1X years, the administrative personnel department has not stopped in the face of difficulties, and is still moving towards a scientific management model suitable for the current situation of enterprises. In the new year, the administrative and personnel department will continue to work around the company center, overcome shortcomings, improve methods, conduct in-depth research, seek truth from facts, strengthen management, improve services, push the work to a new level, and make new contributions to the rapid and healthy development of the company.