Recruitment annual work plan 5

The first part of the __ annual work summary

__ year, in the company's leadership of the strong support, in other functional departments and offices of the strong cooperation, human resources all staff *** with the efforts of many times to give up holidays and rest days, often overtime, overtime, to complete a series of work, is summarized as follows:

First, human resources business Summary

(a) Recruitment

1, the organization of the city and municipalities around the social recruitment ___ times, the organization of campus recruitment ___ times.

2, through the job site, social job fairs, cumulative screening, collection of resumes ___, cumulative phone calls to invite interviews ___, cumulative interviews ___.

3, 20__ annual **** hired ___ people, including general manager level ___ people, deputy general manager level ___ people, director level ___ people, departmental level ___ people, division level ___ people, commissioner level ___ people.

4, the annual *** generated recruitment costs ___ yuan, *** hired ___ people, per capita recruitment costs ___ yuan, much lower than the expected recruitment costs.

5, as of ___ month ___, the company's registered employees ___ people, including general manager level ___ people, deputy general manager level ___ people, director level ___ people, department level ___ people, division level ___ people, commissioner level ___ people.

(ii) training

Throughout the year **** organized training ___ sessions, the number of participants ___. Among them, new employee training ___ sessions, the number of participants in the training ___ people; sales-related knowledge training ___ sessions, the number of participants in the training ___ people; KPI performance training and institutionalization of training ___ sessions, the number of participants in the training 5 people.

(C) the payroll situation

From x month 20__ to x month 20__, the cumulative payroll __ times, the total payroll is expected to pay __ million yuan, per capita salary __ yuan. Among them:

1, the deputy general manager level cumulative payroll __ times, the total payroll __ million yuan, accounting for x% of the total payroll, per capita salary of x yuan.

2, the director level cumulative __ times, the total amount of __ million yuan, accounting for x% of the total payroll, per capita salary of x yuan.

3, the Ministry level cumulative __ times, the total amount of payment __ million yuan, accounting for x% of the total amount of wages, per capita salary of x yuan.

4. The departmental level has accumulated __ times, totaling __ million yuan, accounting for x% of the total salary, and the per capita salary is x yuan.

5. The Commissioner grade has accumulated __ times, the total amount of payment is __ million yuan, accounting for x% of the total salary, and the per capita salary is x yuan.

(D) Employee participation in insurance

As of ___, 20__, the company *** there are employees x people, the company's insured people total x people, I do not want to participate in the insurance of the people *** there are x people, has signed the agreement on abandonment of the insurance, the remaining x people do not meet the conditions for participation.

(E) Employee Relationship Management

1, labor contract management

The company's existing employees x people, signed a labor contract x people, interns x people, the labor contract signing rate of 100%, to ensure that the signing of the labor contract in a timely and effective.

2, personnel work

The year for the new staff onboarding procedures x people, employees to regularize the procedures of x people, personnel transfer procedures x people, appointment / promotion procedures x people, employees leaving procedures x people.

3, employee records management

The existing staff x people, the staff file information is perfect x people.

Second, the practices and highlights

(a) multiple measures to expand recruitment channels

The company was established in the early days of the larger staffing needs, in order to meet the staffing needs, the Ministry of Human Resources to open up a variety of channels for the recruitment of personnel.

First, make full use of the network resources, has opened the Wisdom, Mileage, Hire, Catch, 58 City and other network recruitment account, the company has become the main channel for recruiting personnel.

The second is the multi-party participation in the social job fair, by participating in the talent exchange, in the Bo talent fair, job fair, on the one hand, to achieve the effect of publicizing the company, and at the same time recruiting a part of the company's demand for talent, to a certain extent, to alleviate the pressure of the company's recruitment.

Third, contact a number of colleges and universities, campus recruitment. Through the Wanfang College, Success College, Shengda College and other colleges and universities campus recruitment, basically meet the company's stage of personnel needs.

Fourth, through the headhunter recruitment. The company's key positions or recruitment difficulties in the positions, breaking the traditional recruitment channels, in-depth cooperation with headhunting announcements on the basis of *** with the solution to the company's personnel needs.

Fifth, in-depth shopping malls, subway entrances, bus stops, through the distribution of recruitment leaflets, in-service surveys, etc., in-depth excavation of the target group.

(B) Strengthen training, improve staff literacy and skills

For the company's staff team is newly formed, the staff level of the reality of uneven, in order to improve the quality of staff, the Ministry of Human Resources has organized different types of training.

1, induction training

For the new employees into the company, the company's corporate culture, the relevant rules and regulations, sales training of basic knowledge.

2, departmental training

New sales staff into the company, their industry background is different, sales experience is different, for this reason, the Human Resources Department organized the sales department training, mainly for sales-related knowledge, skills, and customer communication in the notes, potential development and other aspects of training.

3, project training

New employees do not understand the company's projects and products thoroughly, and the company's sales policy is not clear, through the project training, so that they can familiarize themselves with the company's projects and products as soon as possible, sales policy, and to lay the foundation for trouble-free communication with customers, and played a certain effect.

(C) Strengthen internal management, the work of the daily system

For the "time is tight, heavy task" of the work of the reality, the Ministry of Human Resources requires all employees, the work of the daily system, every day before the end of the day to summarize the day's work, summary, and the next day's work plan for the detailed arrangements, and extend this practice to the next day's work, and the next day's work. And this practice extends to the weekly work, monthly work, thoroughly realize the daily, weekly and monthly work has a summary of the plan, and effectively promote the development of the work.

(D) make full use of the time gap, the establishment of relevant systems

According to the stage of the company's characteristics, the Ministry of Human Resources has always taken the recruitment work as the focus of all the work, and on this basis, make full use of all the time available, the establishment of human resources related rules and regulations.

First, on the basis of the original relevant systems, a new "Attendance Management System", "Social Security Management System", "Employee Entry, Separation Management".

Secondly, on the basis of the original information, the Human Resources Department's function statement and job description have been sorted out, revised, and formed the first draft.

Recruitment Annual Work Plan 3

Looking back at the work of the year, the Ministry of Human Resources, although there have been certain achievements, but there are also certain shortcomings, mainly in the following areas:

(a) training needs to be further strengthened

1, the preliminary work to focus on the Recruitment, no time, no energy to the training system, training-related rules and regulations to establish a sound.

2, this year's training is mainly focused on the training of new employees, less professional training in various departments, especially the training of the sales system, sales-related knowledge, professional skills training is less.

3, the management ability training for middle managers, such as goal management, team management, incentive methods, human resource management and other related training is less.

4, some managers can not correctly recognize that the training of subordinates is also a responsibility as a department manager, the subordinate care, training is not enough.

(B) Employee relations management needs to be further strengthened

The company's employees are new employees, the turnover rate of employees in the early stage of the company is also relatively large, the communication between employees is more between the department of the communication, the company's employees are still more people do not know each other, the staff activities carried out by the fewer, these situations more or less affect the development of related business and the staff's sense of belonging and sense of existence.

(C) the human resources business system needs to be established and improved

The company will have different work priorities at different stages of development, the human resources business will also be based on these conditions to do a good job with the strategy, the focus of the early work is recruitment, so the human resources business system, such as: training system, compensation and benefits system, performance appraisal system, etc. have not been able to establish a perfect.

Part three.

The third part of the 20__ annual work plan

20__ year is about to pass, into the 20__ year, the company will enter a new stage of development, the Ministry of Human Resources will always be based on the development of the company, under the guidance of the leadership of the company, to carry out related human resources business.

First, the organizational structure, departmental functions and job description revision

According to the company's development plan, to determine the organizational structure in 20__. When the relevant departments and positions are adjusted and determined, the departmental functions and job descriptions will be revised.

Second, the establishment and revision of human resources management system

1, the existing "Attendance Management System", "Social Security Management System", "Employee Entry, Separation Management Measures" and other related systems to be revised.

2, the establishment of a new "Recruitment and Hiring Management Measures", "Training Management Measures", "Performance Assessment Management Measures", "Salary and Welfare Management Measures", "Labor Contract Management Measures" and other related management systems.

Third, strengthen the training, promote the comprehensive quality of all staff

1, the establishment of a training system, the development of training programs, the use of internal training, out of training, departmental manager training, external lecturer training and other forms of efforts to enhance the comprehensive quality of all staff.

2, the use of a variety of training forms of work, to carry out new staff induction training, departmental professional knowledge training, team development training and other colorful training activities, to enhance the staff's ability to teamwork and professional skills.

3, gradually strengthen the management ability of middle managers training, middle managers to enhance the management ability is the key to the smooth implementation of the department's work, but also the company's sustained and healthy development of the foundation;

4, to strengthen the basic skills training for new employees and responsibility, work methods training, to accelerate the pace of growth of employees.

5, the formation of the company's internal training faculty, department managers to take on the role of internal trainers, and gradually strengthen its "team, training" function.

Fourth, strengthen the management of employee relations, build harmonious employee relations

1, the signing of labor contracts, renewals and settlement of labor disputes, etc., to be reasonable and lawful, from the legal and regulatory level, to minimize unnecessary disputes;

2, the timely publication of various types of human resources policies, systems and notices, timely feedback and deal with employees' questions, problems and suggestions. Regularly organize staff talks and activities to strengthen communication and exchange with employees, timely detection of possible problems and hidden dangers in employee relations, and timely processing and coordination.

3, in all human-related management links, to achieve meticulous and professional services, from telephone appointments for candidates to arrange interviews, retests, from the signing of labor contracts to the new staff induction training, from employee consultation to employee interviews, from employee complaints to employee departure, are required to pay attention to procedural norms, careful and thoughtful service.

Fifth, the timely establishment of the performance appraisal system, to promote the enhancement of employee performance

According to the development of the company, combined with the relevant policies of the Group, the timely establishment of a perfect performance appraisal system, the development of effective performance appraisal program, the monthly adhere to the results of the performance appraisal of the accounting issued by the employee performance bonuses, the annual adherence to the full assessment and cadres to carry out appraisals, and the assessment results as part of the promotion of staff positions, the assessment results as a result of the work of the staff. The results of the assessment as an important basis for employee job promotion and salary adjustment. Give full play to the performance appraisal on the role of employee incentives.

Recruitment annual work plan4

First, to determine the principle of recruitment

Good moral character, learning ability and adaptability. Strong writing skills, solid professional knowledge, can meet the company's business scope of the work, to comply with the company's arrangements for the distribution of the fulfillment of the rules and regulations, has a good professional conduct, there are two points of the team spirit as well as full of enthusiasm for the work, physical health.

Second, the choice of recruitment methods

Online recruitment

Third, the recruitment information released

1. Company-related information: text introduction and reflect the company's business and healthy and positive spirit of the staff activities picture, so that job seekers in a full understanding of the company's premise to apply for jobs.

2. Job description and requirements, as detailed as possible.

Such as: college degree or above, marketing planning related professional graduates, more than two years of copywriting and planning related work experience, there are rich activities planning proposal is preferred, carrying relevant works; excellent written and verbal expression ability, agile thinking, broad vision, with independent and complete planning, proposal, activity implementation ability; good customer communication skills and psychological tolerance; familiar with the use of office The use of office software; responsible for the relevant project writing, proposal and implementation of management; responsible for coordination and communication between customers and colleagues, to meet customer project requirements, the successful completion of the project implementation; strong logical thinking ability, creativity, planning ability, and have good communication skills; a sense of teamwork, goodwill, amicable temper, unity of colleagues, to obey the company's leadership arrangements, the spirit of dedication.

Fourth, the recruitment process

1. Screening of resumes: strict screening of resumes, do not meet the requirements of the job directly eliminated, the resume meets the requirements of the former work unit to confirm the authenticity of its information;

2. Phone interview: notification of interviews before the need to slightly confirm the relevant information, such as academic qualifications, work experience.

3 Interview: The interview team consists of the personnel department as well as professional copywriters (in the industry has done for the best).

According to the information provided by the applicant, the main investigation of the following items: whether the academic qualifications and recruitment requirements are consistent with the work experience of more than two years, whether the personal experience is real, the understanding of the work is consistent with the business approach, the interview team should be fully evaluated and analyzed each person's strengths and weaknesses, to determine the initial choice of intention, through specific ways (such as psychological testing) to assess their creative ability, merit-based recruitment. Innovative ability, merit-based recruitment.

4. Results feedback: after the interview, according to the situation to determine the time of their reporting, for the relevant entry formalities, the trial period of one month, the trial period of their assessment of the tracking feedback, qualified, then regular.

Recruitment Annual Work Plan 5

First, combing the first half of the recruitment work

To develop 20___ second half of the recruitment plan, HR first to take stock of the first half of the work of human resources, to see the progress of the year's recruitment, to find out what is not done.

Second, to determine the total demand for recruitment

Require each department to report the second half of 20__ employment needs, according to the employment needs of each department, and with the relevant responsible person to verify, after discussion, to determine that there is a real need to increase the number of personnel, the report will be submitted to the General Manager's Office or the company's leadership, the company's senior management in conjunction with the development strategy of the company, the talent pool plan and other aspects of the final determination of the final discussion of the Specific quotas.

Third, determine the recruitment policy

According to the company's development goals, combined with the employment requirements of different departments, to determine the corresponding recruitment policy, such as, the company's internal promotion and external recruitment ratio.

Fourth, choose the right recruitment channel

According to the first half of the effect of each recruitment channel, compare the cost-effectiveness of each channel, and combined with the requirements of the employer, to choose or develop the right recruitment channel, such as traditional network recruitment, fall campus recruitment, new media recruitment, etc.

Fifth, the recruitment of the company's development goals, combined with the requirements of different departments to determine the appropriate recruitment policy.

Fifth, the arrangement of recruitment time

According to the urgency of each department's employment, the arrangement of the recruitment time of each department, manpower tension or urgent shortage of departments can be prioritized.

Sixth, the formation of the recruitment team

The plan is good, there is no implementation of the staff, everything is in vain, so also set up a recruitment team: screening resumes, notification of personnel, reception staff, interviews ...... have to be arranged, or else it is easy to appear in a messy situation.

Seventh, the construction of the recruitment interview question bank

An important way to select personnel is the interview, is along the first half of the interview questions and assessment methods for various positions, or the development of new interview questions and assessment methods, should be considered.

Eighth, the assessment of recruitment costs

The whole year's recruitment costs at the beginning of the year has been estimated, the first half of the first half of how much, whether or not more than the plan and so on to have the bottom. Therefore, we must choose the most cost-effective recruitment methods and channels, and strive to minimize the input for maximum output.