1. On the basis of 20xx, comprehensively improve administrative personnel management
1. Improve the system and pay close attention to implementation. In the month of 20xx, the revision, arrangement, and summary of the company's various systems were completed, and they were constantly improved in actual implementation.
2. Treat talent management as strategic support, and do a good job in the implementation of the "2019 Reserve Talent Training Plan". In the first quarter of 20xx, the preliminary communication and consultation of the "Reserve Talent Training Plan" was completed, a consensus was reached, and the notice was issued to all departments. In the second and third quarters, the candidates will be assessed, and this year we will strive to institutionalize the training of reserve talents.
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3. Strengthen employee relationship management.
4. Strengthen the signing of labor contracts: Conduct labor contract censuses every six months to avoid missed signatures and delays, and solve problem employees in a timely manner.
5. Conscientiously implement the social overall insurance work: closely combine the pension and medical overall insurance work with the quarterly assessment work, take this benefit as a measure to motivate the advanced and spur the backward, and build accounts in detail.
6. Organize employee activities every quarter: strengthen the construction of corporate culture, enrich the cultural life of employees, and improve the cohesion of employees. Conscientiously implement various welfare measures: Institutionalize welfare measures in 2019, and pay close attention to implementation.
7. Plan the careers of employees: Taking the engineering department as an example, try to classify the regular employees and broaden the promotion channels for employees. Preparations began in the first quarter and implementation in the second quarter.
8. Maintain communication with every employee of the company: maintain communication with each employee through formal and informal communication such as employee activities, birthday activities, and regularization conversations, and understand what employees think.
2. Complete the recruitment work and improve the quality of recruitment
1. Recruitment and screening work: Broaden recruitment channels, open up ideas, cooperate with the company's business development, and complete recruitment tasks.
2. Recruitment and evaluation work: In terms of recruitment, strengthen the qualification review of candidates after recruitment, including certificate verification, background investigation, etc., to ensure the recruitment of qualified talents for the company.
3. Probationary period: Talk to the employees in the probationary period once a month, and learn about the work situation and adaptability of the new employees from the supervisor at any time. The evaluation system is adopted for probationary employees at the supervisor level and above, that is, the parties report their work, the heads of various departments ask questions, and the company leaders evaluate. (According to the existing work situation and the shortage of staff, it needs to be adjusted accordingly with other work).
3. Adjust and standardize the training work
1. Strengthen the induction training of new employees: the revision of the "New Employee Training Manual" will be completed in the first half of 20xx. Further improve the effect of new employee induction training, and guide the employing department to send special personnel to assist in completing the pre-employment training of new employees. Such as leading new employees to visit familiar departments, introducing new employees to department colleagues and key personnel, explaining department work content, etc., guiding and assisting departments to organize social activities, cultivating cordial feelings between new and old employees, strengthening unity, cooperation, and mutual assistance spirit .
2. Strengthen the implementation of the business training of each department: Gradually increase the training responsibility of the heads of each department, communicate with the heads of each department at the beginning of each quarter, clarify the training needs of each department, guide and assist each department to implement various trainings according to the training needs. The training work of each department is evaluated every quarter.
3. Strengthen the training of management personnel: On-the-job training: Designate special personnel for "helping and leading training" for employees with development potential.
4. Try to write training materials that meet the work characteristics of the company's relevant departments, and gradually form a company-specific training system.
5. Encourage employees to study by themselves: Advocate a good atmosphere of everyone learning and everyone pursuing progress.
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