Four summary essays for managers of the human resources department

Four summary essays for managers of the human resources department

Establish and continue to improve various systems of human resources management based on the current specific situation, such as the approval of various leave requests for employees and wages during leave Distribution and employee assessment system, etc. How to obtain an excellent workforce often becomes the biggest problem that troubles managers. I have compiled sample summary materials for human resources department managers for your reference. You are welcome to read them.

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? Summary 1

Employees are the cornerstone for the survival and development of an enterprise. The problems of an enterprise are generally It comes down to people. How to obtain an excellent workforce often becomes the biggest problem that troubles managers. The organization and development of human resources is the key to solving this problem.

1. Recruiting employees

1. Start with demand. Not all high-quality talents are what you need

Every company should first understand itself We have made similar mistakes in the past, recruiting randomly and treating employees as a value-added resource to reserve and accumulate. For a while, we even went crazy to attend various talent meetings and recruit through various channels. .

But then we encountered a problem, that is, we lost the standard. Because there is no exact demand plan, the recruitment goals are unclear, and testing based on quality alone is undoubtedly a very blind and dangerous thing. We once selected at least x people who were considered to be of high quality at a job fair. However, because the company did not provide specific projects for these personnel to carry out, these personnel ended up with nothing to do. What is even more frightening is that this phenomenon also extended to the older employees, making them feel very uneasy, which objectively played a role in The negative effect was that after the final facts proved that this decision was wrong, all the recruited personnel left within two months.

Therefore, what is emphasized here is: not every high-level and high-quality talent is suitable for your company, nor do you need to find such people at any time to replace or threaten your existing employees. . Look at your needs clearly and find the one that suits you. Don't make similar mistakes, otherwise you will worry about "tasteless" things.

2. Go there to recruit

There are many channels for recruiting employees, and we usually use several:

(1) Newspapers and television Newspapers and television are traditional Media

Not only has a wide audience, but it is also the main source of information for job seekers, so the reach rate is very high. However, the disadvantage of this form is that it has wide coverage, and you have to face a large number of job seekers and Maintain enough patience to go through the examinations, fill out the forms, interviews one by one, and even end up tired and tired and risk losing your horse by throwing a large volume of application materials into the shredder, or choose to be a crazy Bole.

Of course, if your purpose is to find popular candidates and you need a large number of candidates, newspapers and television are definitely a good choice.

(2) Supply and demand meeting There are now professional talent markets in various places

And supply and demand meeting are held regularly. The advantage of this form is that it is highly targeted, and it can Demanders and suppliers meet directly, setting up the first screening inspection gate, which improves efficiency. But the obvious disadvantage of this form is that you have to face many people who are eager to find jobs, and these people are often a mixed bag, and generally there are more fish than dragons! You need a pair of discerning eyes (preferably the pair of Sun Wukong) Spot your future employees at a glance in the crowd.

Another risk is that you have to watch people with more than a dozen resumes handing out their own materials. This situation often leads to a "Matthew effect", that is, too many The more, the less.

Good units can get more choices, while bad units will inevitably find themselves in the embarrassing situation of being left out in the cold, or the people they like will be the first to get there, so they can't blame others. Two-way choice is really exciting.

(3) Online recruitment

Online recruitment is undoubtedly a wise choice for professional and technical talents.

There are two reasons. First, people who have access to the Internet generally have relatively high personal qualities and skills and adapt to the trends of today's society (of course, this cannot be generalized).

The second is that it shows the strength and broad vision of the recruiting unit. Units that can adopt online recruitment have often surpassed traditional enterprises in concept, and are very suitable for the tastes of modern people, especially young people. Generally speaking, The hit rate is very high, and in the initial contact, you can use email and telephone communication. If it works out, we'll see you, if it doesn't work, let's just say goodbye. There's no need to rack your brains to find something that's not irritating after the interview is not suitable. It is really relaxing and pleasant to use euphemisms that hurt the other person's self-esteem and clearly express the negative.

(4) A friend said this is the oldest headhunting method

But it is also the most effective shortcut. There are no affectionate trials here, and no arduous grinding. Your goal is there. All you have to do is a straightforward negotiation. Your understanding of skills and character makes it simple in one word: treatment.

But be careful not to say "a rising tide lifts all boats". When poaching people, your own employees often face the possibility of being poached. What is brewing under the bidding of you to xxx and I to xxx is often a surge in costs and Old employees are increasingly dissatisfied. Therefore, poaching is a double-edged sword. How to use it skillfully is a problem that experts must face.

In the organization of human resources, it is also very important to make a reasonable combination. Due to the current high mobility of personnel, in order to ensure a stable workforce, it is very necessary to carry out some appropriate step-by-step combinations. As for professionals, excellent professionals generally have strong personalities, have great difficulty in management, and have many uncertainties.

Therefore, in addition to doing their stable work, we should also work hard on other staffing. For example, if we cooperate with some personnel with lower professional level to achieve the role of training and learning, we can also recruit some fresh graduates. Although they do not have strong professional ability and practical experience, they have high quality and room for improvement, and their performance The price-to-price ratio is particularly good, and it is very cost-effective for the company to train its own talents. The combination of the above personnel can basically maintain a higher level, stronger learning ability and more stable development of the entire team

3. How to interview

What then? Then it’s usually the interview.

Interviewing is a difficult thing. How to kill one person without missing anyone is a balancing skill that is difficult to master. Some people are good at talking and expressing themselves, but they are not necessarily good at it. Some people are slow to talk, but they are not necessarily ruined.

The key here is to see the essence through the phenomenon. Generally speaking, people participating in interviews tend to be nervous because their own destiny or future is involved, so you might as well stabilize their emotions first, ask some questions that the job seekers must have prepared, or chat about some topics, such as name, graduate school, and major. Wait until their emotions have stabilized before you can start asking substantive questions. The questions at this time should be surprising to the job seeker, and the rhythm and content of the questions should be specified as needed. The best way is to find the job seeker. Identify the loopholes in the applicant's words and use rigorous logic to push the applicant to the point where he cannot justify himself, and then observe his ability to cope with emergencies.

During the inspection process, the following aspects are important to be inspected: comprehensiveness (knowledge), alertness (reaction), obedience, logical thinking ability (reasoning and judgment), learning ability and Character.

4. Final decision

After the interview, you are faced with a decision-making problem.

Based on the various information obtained, we basically have a preliminary understanding of the people participating in the interview, and now we need to screen them based on their specific needs. While scoring participants, we should also pay attention to the match between the position and the job seeker. We can neither let a big person pull a small cart, nor a small person pull a big cart.

In addition, the character factor in the interview is very important. This mainly refers to whether the job seeker has the necessary professional qualities, whether he is frank, and whether he is willing to face up to his shortcomings and mistakes. This is important for the future. Development plays a very critical role. Of course, this will be followed by a phone call. Regardless of whether the applicant has been admitted, you must give the applicant a clear answer and emphasize your gratitude to the applicant for actively participating in and supporting the company's recruitment activities. This is very helpful in establishing a good social image of the company. Summary 2

In 20xx, under the correct leadership of the party committee and the tripartite management leading group, our Human Resources Department carried out work closely around the theme of company stability and development in accordance with the company's policies and work plans formulated at the beginning of the year. work, in 20xx we have mainly done the following work:

1. Establishing regulations and strengthening the system

At the beginning of the year, according to the instructions of the chairman, we completed the work of various departments, Organized the "Management System" of the workshop; completed the organization of "Departments, Workshop Functions" and "Personal Responsibilities"; drafted the "Responsibility Letter of Deputy General Managers and Relevant Leaders" and the "Company Employee Reward Regulations".

The establishment and implementation of the above systems have played a positive role in strengthening management, straightening out responsibilities, and enforcing strict discipline.

2. Establishment of Politeness

This year, we formulated and implemented the "Creating Politeness Enterprise Plan" according to the company plan, formulated and improved x various systems throughout the work, and signed the Politeness xx copies of the behavioral commitment letter, organizing employees to watch relevant information CDs xx times, publishing x issues of bulletin boards, x promotional slogans, x permanent slogans. In the month of x, we also organized activities to select polite employees and organized polite employees to visit and travel.

In this year’s inspection of the civility establishment work, it was highly praised by relevant leaders such as the Municipal Civility Office and the State-owned Assets Supervision and Administration Commission.

3. Propaganda and Stabilization Work

1. At the beginning of the year, a notice was issued to organize all departments and workshops to carefully study and discuss the important speech of the chairman at the xx work conference; organized All employees studied the important speech on the socialist concept of honor and disgrace of "Eight Honors and Eight Disgraces".

2. Protect the interests of the company and employees, and under the correct leadership of the tripartite management leadership group, actively cooperate with company leaders to stabilize the company, and cooperate with the Party Committee and the Discipline Inspection Commission to investigate and deal with corruption and criminal acts by individual leaders.

IV. Wage and personnel management

1. In January, we worked with the production department and the finance department to recalculate the workshop’s staffing and quotas, and formulated a new salary and quota that fit the current production scale. Settlement unit price. After a year of practice, the new unit price quota is reasonable and practical, and the company's human resource costs have been reasonably controlled.

2. Based on the company’s performance, all employees were given a salary upgrade in June this year.

3. Based on the actual situation of the company, the temporary personnel of the marketing department who have not gone through the recruitment procedures have been removed.

4. In accordance with the spirit of the municipal government documents, we conducted an inventory and implementation of the military retirees. After inquiring from various parties, we notified two military retirees who had been placed in our company for many years but had not taken up their posts to report to work.

5. Attendance management

Established attendance management and implemented a perfect attendance award system, and implemented attendance card swiping for all managers and timekeepers. Over the past year, employees have implemented labor discipline well, and the phenomenon of arriving late, leaving early and skipping work has been significantly reduced.

VI. Training management

1. Developed a training plan

Established a three-level training system and implemented a training administrator and trainer system. Starting from this year, each department and workshop will hire a part-time training administrator to be responsible for the training management affairs of the department and workshop.

At the same time, we plan to hire relevant company personnel and employees with rich work and theoretical knowledge as trainers to be responsible for the company’s training and teaching tasks. With the strong support of various departments, this year’s training tasks will be completed x times With x number of people, Yuanman completed the scheduled training plan.

VII. Report Management

Completed the "X City Labor Compensation Statistical Table" from the Municipal Bureau of Statistics, the "20xx Wage Report" from the Municipal Social Security Bureau and the "Professional and Technical Personnel" from the Municipal Personnel Bureau Statistical Table", "Party Member Statistical Table" of the Organization Department, etc. At the same time, the base figures for pensions, medical insurance, and housing provident funds were submitted.

8. Three Fund Management

1. Pay the three funds on time. Due to chaotic management over the years, the three fund management accounts are unclear. We, together with the financial department, have reviewed all personal matters since 20xx. The three gold owed were cleared. In order to avoid the recurrence of the above situation, we have formulated a three-financial collection plan, which has been implemented since June this year.

Looking back on the work of the past year, we believe that there are still some shortcomings in the work of XX, which need to be improved and improved in the work of XX. For example, the personnel assessment work has not been implemented due to special reasons this year; the politeness establishment work has not yet constituted a conscious behavior among a considerable number of employees; the training work in some aspects still remains in dealing with GMP inspections, management knowledge, employee concepts, and corporate culture, etc. There are few training materials on this aspect.

In 20xx, we will focus on the following aspects:

1. Establishing and improving the system

Establish and continue to improve according to the current specific situation Various systems of human resources management, such as the approval of various types of leave for employees, the payment of wages during leave, and the employee assessment system, etc.

2. In terms of courtesy establishment

Continue to do a good job in establishing courtesy, and through further publicity and education, let all employees actively participate in the establishment of courtesy in the company, and strive to reach xx in 20xx City three-star courtesy unit.

3. Wage and personnel management:

(1) Make preparations for wage adjustments after the Spring Festival and full-year wage management, and control and balance the total wage.

(2) Establish an assessment system for employee changes, implement training and assessment on employment, and ensure the quality of changes and employment.

4. Training work

(1) Develop an annual training plan.

(2) Implement a learning points system. Failure to reach the required points for the entire year's training will affect personal promotion and ranking.

5. In terms of three fund management

Make adjustments to various bases in accordance with the requirements of the Social Security, Medical Insurance, Work Injury Insurance and Housing Provident Fund Management Center, and prepare for the entry and coordination of unemployment insurance Work.

6. Do a good job in daily work and tasks temporarily assigned by leaders, and prepare monthly, quarterly and annual reports. Summary Three

In 20xx, the Human Resources Department started to improve the company's performance evaluation system based on the performance appraisal work in xx, and continued to implement and operate it.

1. Specific implementation plan

1. Complete the revision and writing of the "Company Performance Appraisal System" and supporting plans, and submit them to the company's general manager office meeting (or department manager meeting) for review Passed;

2. Since the Spring Festival in xx, performance appraisal has been fully implemented according to the revised and improved performance appraisal system;

3. Main work content: combined with the performance appraisal work in xx year There are deficiencies, and the current "Performance Appraisal Rules", "Specific Requirements for Performance Appraisal" and related use forms should be modified. It is recommended to modify the assessment form, assessment items, assessment methods, assessment result feedback and improvement tracking, assessment results and salary system, etc. Make substantial modifications in many aspects to ensure the healthy operation of performance appraisal work; it is recommended to separate management by objectives from performance appraisal and conduct them in parallel.

The inspection of management by objectives is a regular task for revising targets, and its results are only used as one of the reference items for performance appraisals; full consideration will be given to the implementation of performance appraisals for all employees, and only performance appraisals for department managers will be conducted in XX Strictly speaking, it is unsuccessful. In XX, after the Human Resources Department improves the performance evaluation system, it will conduct performance appraisals for all employees.

4. The implementation process is a continuous work throughout the year. The standard for the Human Resources Department to accomplish this goal is to ensure the establishment of a scientific, reasonable, fair and effective performance evaluation system.

2. Things to note when implementing objectives

1. Performance appraisal involves the vital interests of all employees in various departments. Therefore, on the basis of ensuring the performance appraisal and salary system, the Human Resources Department It is necessary to publicize and clear up doubts about the fundamental significance of performance appraisal. Positively guide employees to treat performance appraisals with a positive attitude, in order to achieve the purpose of improving work and correcting goals through performance appraisals.

2. As a new thing in human resources development, the performance evaluation system will inevitably encounter some unexpected difficulties and problems during the operation. The human resources department will pay attention to listening to personnel at all levels and in all aspects during the operation. opinions and suggestions, and promptly adjust and improve working methods.

3. Performance appraisal itself is a communication task and a process of continuous improvement. The Human Resources Department will pay attention to vertical and horizontal communication during the operation process to ensure the smooth progress of the performance appraisal work.

3. Target Responsible Person

First Responsible Person: Manager of Human Resources Department

Collaborative Responsible Person: Assistant Manager of Human Resources Department

4. Matters and departments that require support and cooperation in implementing the goals

1. The revised performance appraisal systems, plans, forms and other texts must be reviewed by all departments of the company and the board of directors.

2. The company needs to establish a performance appraisal promotion committee to be responsible for the promotion and implementation of performance appraisal work. It is recommended that at least one senior leader of the company should participate. The human resources department, as the specific undertaking department, will be responsible for drafting plans, formulating methods, coordinating organization and record verification, summarizing statistics, and providing compensation.

Employee training and development

1. Overview of goals

Employee training and development is one of the tasks that the company must carry out with a view to long-term development strategy, and it is also an important part of cultivating employees. One of the methods of loyalty and cohesion. Through employee training and development, employees' work skills, knowledge levels, work efficiency, and work quality will be further enhanced, thereby comprehensively improving the company's overall talent structure and enhancing the company's comprehensive competitiveness.

Investment in employee training and development is not a free investment, but a long-term investment with substantial returns. The Human Resources Department plans to carry out employee training and development in a planned, step-by-step and targeted manner in XX, so that the company can take the lead in talent training. Summary 4

My name is xx, and I am mainly responsible for basic work such as accounting, administration, human resources, etc. Over the past x months, I have changed my mind in a timely manner, adapted to the work environment, withstood work pressure, and overcome various difficulties. We have successfully completed the tasks assigned by the company's supervisor. The work is summarized as follows:

(1) Do a good job in administrative work

Improve work efficiency. In daily administrative work, office automation is used as the Rely on, draft, record and print various documents, and upload and distribute relevant documents, arrange and implement documents that need to be implemented in a timely manner, and carefully collect, summarize, classify and change new situations and problems discovered during implementation. Turn from passive to active to ensure that all work develops in the established direction.

Conscientiously implement the company's various systems and work processes, make rational recommendations if the implemented systems and regulations need to be improved or supplemented, continue to learn international advanced management concepts, reduce work flow links, and reduce energy consumption ; Regarding the use of office supplies, based on the principle of economy, we will issue fixed quotas and do a good job in inventory management.

Carefully collect statistics on the usage status of vehicles, make statistics on fuel consumption and kilometers traveled, and accurately reflect vehicle operating costs.

In the filing of employee files and company contracts, we combine actual work through management, research and discover the favorable factors of people, and make rational recommendations so that this important factor of people can be used in different jobs. Give full play to their talents and do their best; in fact, the performance of the company's benefits depends to a large extent on the reasonable allocation of the company's various resources. If the assets are idle and the talents are shelved, it will be a huge waste for the company. In the reasonable allocation of On the basis of coordinating the relationship between various factors, personality is the relationship between people. Under the constraints of systems such as attendance rate, the key is to maximize the human factor. First, we must be full of work enthusiasm, integrate into the work, and combine work and rest to bring out the best in people. Such work can only be effective if it requires subjective initiative, because tired work is inefficient and can only consume financial and material resources.

(2) Do a good job in accounting

Correctly reflect the company's cost accounting process. According to my consistent work habits, I always follow the principles of dedication, honesty and trustworthiness, objectivity and fairness, Adhere to the professional ethics concept of standards, improve skills, participate in management, and strengthen service. Financial accounting should be based on the company's objective business facts, timely, objective, and accurate records, reflections, and uploads. Any abnormal phenomena that occur should be discovered in a timely manner. Find the reasons, objectively and fairly reflect the economic facts; record the accounting ledger with complete information, accurate data, correctly reflect the income of mechanical equipment, the use of general vehicles, and timely statistics on the consumption of various materials during the use of machinery and vehicles at each construction site , compare, grasp dynamic changes, promptly analyze the reasons for major changes, and grasp the direction of change.

Carefully summarize and review the reports submitted by each department, and submit them to each functional department in a timely manner according to the time specified by the company.

For the work assigned by the supervisor, according to the principle of urgent matters, allocate the work reasonably to ensure the normal operation of the company's business. While doing a good job in accounting work, pay attention to communication with corporate departments, keep abreast of the development process of work matters, sum up experience in a timely manner, explore the development rules of work, and enhance the ability to predict work matters; through the completion of work, do our best to Make work recommendations, make reasonable recommendations for company management, and improve efficiency. Keep the company's business and accounting data confidential and safeguard the company's interests.

(3) Do a good job in human resources management

To maximize benefits, people are the most active factor in a company and the basis for creating value. Therefore, it is necessary to promptly understand the company’s personnel status. and update personnel information, use the convenience of work to fully discover personal advantages, and make timely and reasonable recommendations based on work needs. The performance appraisal status of each employee shall be carefully calculated based on the actual work of each person, and the report shall be carefully reported based on the company's actual salary and welfare system.

In order to achieve the continuous development of the company, it is necessary to constantly update the knowledge structure and professional knowledge of employees. Therefore, it is necessary to adjust working hours in a timely manner according to actual work needs, formulate reasonable training plans, and pay attention to implementation. Through training , should play a promoting role in improving company efficiency, enhancing company visibility, and establishing brand awareness. At work, we should pay attention to communication and pay attention to the smoothness of all aspects of work.

After this period of work, I deeply feel the importance of my job. Some jobs may not be done well enough, but I must be competent if I study hard. Although the ways and methods of working still need to be worked on. I have not mastered the management knowledge of each job well enough, but I am confident to do my job well! Work experience: To do a job, you must be dedicated to your job; to be honest and trustworthy; to be objective and fair in doing things; To do a good job, you need to improve your skills and keep learning; if you want to improve the quality of your company, you need to participate in management and strengthen your service awareness.

Existing problems and deficiencies:

The working methods and methods still need to be explored and improved at work. The management knowledge of various tasks is not enough and needs to be strengthened in the future. Learn and keep improving.

Self-identification: Enthusiastic and generous, kind to others, organized in work, clear in language expression, able to integrate into new work quickly, good at communicating with others. Have team awareness, work conscientiously, and take the initiative to complete various tasks on time and with high quality and quantity.

Work performance: Correctly calculate the rental and usage status of machinery and equipment and general-purpose vehicles, timely count and compare the consumption of various materials during the use of machinery and vehicles at each construction site, grasp dynamic changes, and analyze the occurrence of Analyze the causes of abnormal situations in a timely manner and grasp the development trends; carefully summarize and review the reports submitted by each construction site, and report them to various functional departments in a timely manner according to the time specified by the company. Carefully do a good job in archiving and classifying files and department contracts, and timely grasp and update file information; follow various work plans and pay attention to implementation.

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