5 References for HR Manager’s 2023 Work Plan

Human Resources Manager 2023 Work Plan Part 1

The new year is here. As a human resources manager, I know that I have a heavy responsibility. The following is my personal work plan for 20xx. Work plan:

1. Overall idea

According to the operational requirements of the enterprise, combined with the enterprise development plan and the requirements for personnel work, and on the premise of analyzing the development status and development trends of the enterprise, plan The overall goals of personnel work:

1. Under the existing organizational structure, determine and distinguish the rights and responsibilities of each functional department and the responsibilities of each position, strive to achieve a scientific application of the organizational structure, and ensure the company's Operations run within the existing organizational structure.

2. Conduct job analysis of each position in each department of the company, sort out the work process, and provide scientific basis for talent recruitment, training, salary assessment, and performance appraisal.

3. Establish a recruitment system, complete daily recruitment and allocation, and ensure that the company's monthly and annual employment plans are completed.

4. Establish a training system, improve the training system, build a team of internal trainers, increase the tracking and evaluation of training, and use training to promote the establishment of a corporate cultural atmosphere.

5. Promote the company's existing salary management, improve the employee salary structure, and implement a scientific, fair and competitive salary system.

6. Implement the performance management system in conjunction with the existing performance appraisal system, increase tracking and feedback on performance management, ensure the perfection and normal operation of the performance appraisal system, and ensure that it is linked to salary. Thereby improving the accuracy and effectiveness of performance appraisal.

7. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious and harmonious internal relationships within the company. Brainstorm ideas to serve enterprise development.

2. Work Points

1. Personnel work is a systematic project and cannot be accomplished overnight. For the work of the Human Resources Department, the development of ideas and the formulation of goals must be based on preliminary research and analysis. The realization of goals must be gradually implemented in accordance with the principle of step-by-step and perseverance. If you blindly pursue speed and show the splendor of the process, you will not be able to guarantee the quality of the work. In the end, it will only be a mere formality, which will not help at all to advance and improve the work.

2. Personnel work, especially human resource management work, is a very important basic work for enterprises that require continuous growth and development, and is also a key work for the implementation of corporate strategies. This requires joint efforts from all over the enterprise, and is implemented on the basis of teamwork and the attention and support of enterprise leaders. Whether the concept is changed from top to bottom and the degree of support and cooperation provided by various departments are the keys to the success or failure of human resources management.

3. The ideas are only the most basic. To further sort out and improve the ideas, a specific work plan is needed, which is a systematic and long-term project. For each job, the human resources department must develop a detailed work plan that matches the goals. However, the goal of the work is to be implemented after comprehensive consideration, research and discussion by the leaders and company operations. If the enterprise adjusts the department's goals, the annual work must be completed according to the adjusted goals. Similarly, the specific plans, plans, systems, forms, etc. for the implementation of each target project will also be implemented based on the adjusted goals of the enterprise.

Human Resources Manager 2023 Work Plan Part 2

As the power source of future enterprise development, the formalization of human resources work is very important. Therefore, the Human Resources Department will vigorously strengthen the internal management of the department and specifications. The following is my work plan for 20xx:

1. The personnel department’s own construction goals

1. Improve the department’s organizational functions;

2. Complete the department’s staffing ;

3. Improve the professional skills and professional quality of personnel practitioners;

4. Improve the department’s work quality requirements;

5. Successfully complete the department’s annual goals and various tasks assigned by the company.

2. Continue to improve the performance evaluation system and ensure that it is linked to salary, thereby improving the effectiveness of performance evaluation

The fundamental purpose of performance evaluation is not to punish unfinished work indicators and Employees who do not perform their duties effectively, but effectively motivate employees to continuously improve their work methods and work quality, establish a fair competition mechanism, continuously improve organizational work efficiency, cultivate employees' work planning and sense of responsibility, and promptly find deficiencies in their work and Make adjustments and improvements to promote the development of the enterprise. Start improving the company's performance evaluation system and implement and operate it consistently.

1. During the operation process, the Human Resources Department will pay attention to listening to the opinions and suggestions of personnel at all levels and adjust and improve working methods in a timely manner. 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. 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. Performance appraisal involves the vital interests of all employees in various departments. Therefore, on the basis of ensuring the link between performance appraisal and the salary system, the Human Resources Department must do a good job in publicizing and clearing up doubts about the fundamental meaning of performance appraisal.

3. Establish a position analysis system

Through position analysis, we can understand the qualifications and work content of each position in each department of the company, so as to make the work allocation, work connection and coordination of various departments of the company More accurate workflow design will also help the company understand the comprehensive work elements of each department and position, adjust the company and department organizational structure in a timely manner, and expand or reduce staffing. Job analysis can also be used to comprehensively consider the workload, contribution value, degree of responsibility and other aspects of each position, so as to provide a good basis for formulating a scientific and reasonable salary system.

4. Employee training system< /p>

Employee training is one of the ways to cultivate employee 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.

1. Vigorously strengthen employee job knowledge, skills and quality training, and increase internal talent development.

2. Strive to provide rotation training for employees with promising development prospects; New employee training; employee self-training (reading books, work summaries, etc.), etc.

3. Training cannot be formalized. There must be training, assessment, and improvement. The HR department should pay attention to the organization of post-training evaluations and observation of work performance. The results are stored in employees' personal training files and serve as one of the basis for employee performance appraisal, promotion, salary adjustment, and dismissal.

Human Resources Manager 2023 Work Plan Part 3

First, the continuous advancement of the internal management plan

According to the entire internal management improvement plan, it is expected to launch the system in August training, and strive to complete the modification of the system in late September; it is expected to start the promotion of the organizational structure in October; during the process of promoting the organizational structure, discussions on the operating process will begin, and strive to complete the organizational structure and operating process before November Promote the work; we will then standardize the job requirements for each position and strive to complete the internal management improvement plan before New Year's Day. During this period, at an appropriate time, a special meeting will be held to discuss performance appraisal, and the various indicators of performance appraisal will be further implemented to strive for each indicator to be quantifiable, scientific, and practical; at the same time, it is planned to modify the system, adjust the organizational structure, and plan the working methods. , job responsibilities requirements, this process will gradually precipitate Junlin's own corporate culture.

Second, the implementation of training work

The significance of training is to: reduce the occurrence of accidents, improve work quality, improve the overall quality of employees,

reduce losses, Improve innovation capabilities and improve management content (actively obey the management of participating enterprises). Based on the analysis of the company's internal management and human resources, the company urgently needs to carry out training work. It is expected that training will be carried out in multiple sessions, categories and levels from August. The preliminary plan is for each member of the General Manager Office and the Economic and Management Committee to prepare topics for the projects they specialize in, and if business development allows, targeted personnel will be organized to participate.

Third, the acquisition and opening of new stores, etc.

According to the company's "One-Three Plans", the company will increase its presence in Guangzhou through capital operations, which means that the company will have more and more stores. There are many acquisition plans. For the acquisition of new stores, the Human Resources and Administration Center mainly evaluates employment risks, license contract risks, and material risks; after the acquisition is completed, it will cooperate with the decoration and opening celebrations.

Fourth, long-term planning of human resources strategy

According to the changes in the internal and external environment of Junlin and the future development strategy, we will comprehensively improve the ratio of input and output of employment through planned Reaching strategic cooperation with schools, that is, cooperating with vocational schools to comprehensively cultivate comprehensive talents suitable for Junlin's future development through courses in the last semester. This will create a strategic plan to supplement the vacant positions that may arise in Junlin in the medium to long term. In addition, through the strengthening of internal training, training and planning, comprehensive assessment and personal career planning are carried out, and the right people will ultimately be retained in the right positions.

Fifth, organize employee activities to enrich employees’ spare time

Based on the actual situation of the company’s business development and internal management plan advancement, it will be planned to carry out basketball activities with Fengle headquarters in early August Competition, outdoor development training is planned to be held in late September, and a speech competition is planned to be held in November. In addition, starting from August, we plan to regularly screen two movies per month to increase employee communication, enrich employees' lives, and improve employees' sense of belonging and spirit of assistance.

Personnel Manager 2023 Work Plan Part 4

1. Guiding Ideology

Adhere to the propaganda of the party’s line, principles and policies, focus on economic construction, and focus on enhancing corporate cohesion , highlight the cultivation of entrepreneurial spirit, take gathering people's hearts, inspiring fighting spirit, and cheering for the company's development as the starting point and foothold of the work, giving full play to the role of the position, and promoting the construction of corporate culture.

2. Publicity Focus

1. The company’s major business decisions, development plans, work measures, new regulations, new policies, etc.;

2. The Party’s policy Policies, national laws and regulations;

3. Advanced deeds, typical reports, work innovations, work experience;

4. Employee ideological trends;

5. Company Weak links and existing problems in management;

6. Corporate culture promotion.

3. Specific measures

1. Correct understanding and pay equal attention to publicity work and economic work.

After reading the above "Company Publicity Work Plan", the editor of this site also recommends more work plan columns for you

Publicity work is a way to educate and motivate employees, and it is an indispensable part of the enterprise. The missing piece of work. “If an enterprise wants to develop and achieve its goals, it cannot be separated from the unremitting efforts of all employees. Only by further strengthening publicity work can employees’ morale be stimulated and centripetal force be formed. Only then can all tasks be invincible and the company’s unique enterprise be established. culture". Therefore, we must have a correct understanding and regard publicity work as a major event to do well.

2. Strengthen measures and implement publicity work.

① Establish a company publicity network and form a combative publicity team. The company office is responsible for the publicity work of the entire company. Each branch has one person who is responsible for the branch's publicity work part-time. Each department must have at least one part-time publicity reporter, and each branch must have at least 8 part-time publicity reporters to engage in corporate publicity and reporting work. . All departments and branches will submit the list of publicity reporters to the company office before February 20. The company office will be responsible for organizing publicity knowledge training on February 22 to improve their work capabilities and adapt to the needs of the company's publicity work.

②The newspaper has been restored since March. One issue per month, with additional supplements issued as needed. All employees of the company can submit articles. The company's publicity reporters can submit at least one article per month. There is no limit on the form of the article. The publicity content is mainly focused on the publicity work of the year. All articles will be paid according to the amount once they are published. Excellent manuscripts are recommended to superior newspapers and periodicals.

③The blackboard newspaper is issued every half month. The company office is responsible for the section at the east end of the office building, and the technology center is responsible for the section at the west end of the office building. The general management department and the quality department each choose one section within the machine tool manufacturing branch, and the two branches are responsible for the rest.

④The company office is responsible for changing the publicity board from time to time as needed.

⑤ Update and add placards. It should be unified and colored to reflect the company's cultural characteristics. The company office is responsible for replacing signs hung on the road, and other branches are responsible for them.

⑥Carry out special publicity activities. Each department will take the lead in doing this work as needed. Such as: safety month, quality month, etc.

⑦ Carry out the work of appraising the best and establishing pioneers to reflect the humanistic spirit. Carry out activities such as selecting quality pacesetters, technical experts, and labor competitions to stimulate employees' enthusiasm for work and enhance their team spirit.

⑧Group organizations should carry out extensive cultural, sports and entertainment activities, which should be vigorous, down-to-earth, and practical.

⑨All branches and departments must hold meetings before and after work.

⑩ Strengthen external publicity, mainly company image promotion and product advertising.

Personnel Manager 2023 Work Plan Part 5

1. Employee Training System

Employee training is one of the methods to cultivate employee 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.

1. Vigorously strengthen employee job knowledge, skills and quality training, and increase internal talent development efforts.

2. Strive to provide rotation training for promising employees; New employee training; employee self-training (reading books, work summaries, etc.), etc.

3. Training cannot be formalized. There must be training, assessment, and improvement. The administrative department should pay attention to the evaluation organization and work performance observation after training. The results are stored in employees' personal training files and serve as one of the basis for employee performance appraisal, promotion, salary adjustment, and dismissal. The third part establishes talent recruitment and salary assessment standards.

2. Deepening of corporate culture

Deepening of corporate culture, the formation of corporate culture is a process of continuous accumulation, continuous inheritance, In the process of continuous development, in a company with a good corporate culture, the centripetal force and cohesion of employees will continue to increase, and the company's team spirit and fighting spirit are also very obvious.

1. Summarize the fine traditions and the essence of corporate culture accumulated over the years. If this proposal is passed, we will strive to complete it within the first quarter.

2. Modify the "Employee Handbook" and add the corporate philosophy, corporate spirit, brief history of corporate development, corporate purpose, corporate goals, etc. into the "Employee Handbook" and complete this within the first quarter item of work.

3. For all new employees, not only personnel training and work training, but also corporate culture training are provided before officially starting work.

4. Strengthen the publicity of outstanding employees, good people and good deeds, and promote integrity.

3. Establish an internal communication mechanism within the enterprise

1. Establish a __ evaluation mechanism. The Administration Department plans to conduct __ evaluation of corporate department heads in the ninth year. In principle, it is planned to be held once every six months. Comprehensive evaluation of department heads' work style, work ability, work efficiency, work performance, role model role, employee trust and other aspects of morality, intelligence, ability and diligence. The evaluation results serve as one of the references for the annual performance evaluation of department heads. Establishing a supervision mechanism for department managers through evaluation can also avoid the subjectivity of the company's evaluation of department heads.

2. In the ninth year, the Administration Department will strengthen interviews with employees of the Administration Department. Employee interviews are mainly conducted when employees have promotions, transfers, resignations, studies, salary increases, performance appraisals, or other times when their thoughts fluctuate due to work or private matters. The administrative department can also conduct targeted work interviews with employees in normal times. The target standard is: interview no less than 5 employees per month, and keep written records of each interview. The information obtained during the interview should be fed back to the department manager or general manager of the employee in a timely manner when necessary, so as to make targeted decisions based on the employee's ideological status. Sex does a good job.

3. Improvement of other communication mechanisms. Traditional administrative departments such as employee satisfaction surveys and department manager meetings will continue to be maintained and improved.