Home >

Administrative Department Work Plan

2009/1/7 17:08:00 41898

??? 日本語 Fran?ais English 中文

Examples of the annual work plan of the Ministry of administration:

First, the administrative department's own construction: administrative work as a source of power for the future development of enterprises, and its regularization construction is very important. Therefore, the Ministry of administration will vigorously strengthen the internal management and standardization of the Department in the next ninth years. The goal of the Ministry of administration in ninth is:

1, improve departmental organization functions;

2. Complete departmental staffing;

3, enhance the professional skills and professional qualities of administrative staff.

4, improve the quality of work requirements;

5, successfully complete the Department's annual goals and tasks assigned by the company.

Two, the establishment of job analysis system, through job analysis can not only understand the company's various departments and positions of job qualifications, work content, so that all departments of the company's work assignment, work linkage and workflow design more accurate, but also helps the company to understand the various departments and posts comprehensive work elements, timely adjustment of company and department organizational structure, expansion and contraction.

The workload, contribution value and responsibility level of each post can also be comprehensively considered through job analysis in order to provide a good foundation for formulating a scientific and reasonable salary system.

Three, continue to improve the performance evaluation system, and ensure that the salary linked to improve the effectiveness of performance appraisal.

The fundamental purpose of performance appraisal is not to punish employees who have not completed the work and do not perform their duties, but to effectively motivate employees to constantly improve their working methods and work quality, to establish a fair competition mechanism, to continuously improve the efficiency of organization work, to cultivate the planning and responsibility of their employees, to find out the deficiencies in their work and to adjust and improve them in order to promote the development of enterprises. In the ninth year, the Ministry of administration began to improve the performance appraisal system and carry out and run it persistently.

1, the Ministry of administration will pay attention to the opinions and suggestions of all levels of personnel in the course of operation, and timely adjust and improve the working methods.

We should guide employees to adopt positive attitude towards performance appraisal from the positive perspective, so as to achieve the goal of improving work and correcting goals through performance appraisal.

2, the performance appraisal work itself is a communication work, is also a continuous improvement process.

In the course of operation, the Ministry of administration will pay attention to vertical and horizontal communication so as to ensure the smooth progress of performance appraisal.

3, performance appraisal involves the vital interests of various departments and staff. Therefore, the Ministry of administration should ensure that the performance appraisal is fundamentally meaningful in terms of publicity and explanation on the basis of ensuring the link between performance appraisal and compensation system.

The second part is to establish an internal vertical and horizontal communication mechanism to strengthen daily administrative management.

The work of the Department of administration involves various levels of the work of various departments and companies, and there are many unforeseeable tasks in the daily work of human resources.

The other goals here are a more important part of the Department's work.

Including: the shaping of corporate culture; the establishment of internal communication mechanism; office management and so on three parts.

　　一、企業(yè)文化的深化塑造

The deepening of corporate culture and the formation of corporate culture are a process of continuous accumulation, continuous inheritance and continuous development. In a company with good corporate culture, the centripetal force and cohesiveness of employees will continue to grow, and the team spirit and fighting spirit of enterprises are also very obvious.

1, summarize and summarize the fine tradition and the essence of corporate culture accumulated over the years. If the proposal is passed, we will strive to complete it in the first quarter.

1, amend the employee handbook, add the concept of enterprise, enterprise spirit, brief history of enterprise development, enterprise tenet, enterprise goal and so on into the employee handbook, and finish the work in the first quarter.

3, for all new employees, not only do personnel training and job training well before they go to work formally, but also do a good job in corporate culture training.

First, establish an internal vertical and horizontal communication mechanism to mobilize all employees' subjective initiative and establish a harmonious and harmonious internal relationship between enterprises.

Brainstorming for the development of enterprises.

4, strengthen publicity efforts for good staff, good people and good deeds, and promote healthy atmosphere.

Two. Establish internal communication mechanism.

1, establish a democratic appraisal mechanism.

The Ministry of administration plans to conduct a democratic appraisal of the heads of company departments in ninth years.

It is planned for half a year in principle.

A comprehensive evaluation is made on the work style, work ability, work efficiency, work achievement, exemplary role, and trust of the department heads.

The result of evaluation is one of the reference bases for performance evaluation of department heads in the year.

The establishment of a supervisory mechanism for departmental managers through appraisal can also avoid the subjectivity of company's evaluation of department heads.

2, the Ministry of administration will strengthen the administrative staff's interview efforts in ninth years.

Employee interviews mainly take place in the timing of employee promotion, pfer, departure, learning, salary adjustment, performance appraisal or other ideological fluctuations due to public and private affairs. At ordinary times, the administrative department can also work interviews with employees.

The target standard is to interview staff not less than 5 times per month, and record each interview. The information needed to be interviewed should be timely feedback with the Department Manager or general manager of the staff in order to work well according to the staff's mental state.

3, the improvement of other communication mechanisms.

Such as employee satisfaction survey, department managers meeting and other traditional administrative departments will continue to maintain and improve.

4, standardize the use of "work coordination list", the information pmission between departments is mostly verbal, which can easily lead to negligence and unclear responsibility due to one side's neglect, resulting in personal misunderstanding and contradiction, which is not conducive to the development of work.

The Ministry of administration completed the specification for the use of work contact lists by January 31st ninth.

　　三、員工培訓(xùn)制度

Employee training is one of the ways to cultivate employee loyalty and cohesion.

Through the training and development of employees, employees' work skills, knowledge levels, work efficiency and work quality will be further strengthened, so as to comprehensively improve the company's overall talent structure and enhance the overall competitiveness of enterprises.

1, vigorously strengthen staff post knowledge, skills and quality training, and increase the development of internal talent.

2, we should strive to train rotates for future training staff, take new training with old bands, and self training (reading, work summarization, etc.).

3, training can not be formalized, we must have training, assessment and improvement.

The Ministry of administration should pay attention to the evaluation organization and performance appraisal after training.

The results are deposited in the personal training files of employees as one of the basis for performance appraisal, promotion, salary adjustment and dismissal.

The third part is to establish talent recruitment and salary standard.

The recruitment and allocation of administration is not simply a few job fairs.

The Ministry of administration should recruit talents according to the established organizational structure and job analysis of various departments to meet the company's operational needs.

That is to say, to save manpower cost as much as possible, to make the best use of talents and ensure the efficient operation of the organization is the principle of administrative allocation.

Therefore, in the process of achieving the goal, the Ministry of administration will make necessary analysis and control of the manpower needs of various departments.

Taking into account that the company is in the stage of development and pformation, the Ministry of administration will do three tasks in recruiting and configuring personnel: meeting needs, ensuring reserves and careful recruitment.

　　一、招聘具體實施方案：

1, we should prepare for the job before recruiting: communicate with the personnel department, understand the specific needs; write recruitment advertisements (recruitment posts and requirements); company promotional materials; some necessary stationery; recruitment forms.

2, arrange the interview should pay attention to: the selection of interview methods; the selection of the interviewer; the formulation of interview questions; the completion of interview forms; the image of the interviewer; the feedback of the interview results.

3, standardize administrative recruitment and allocation, the Ministry of administration drafted the "personnel recruitment and disposition regulations", and requested the company leaders to examine and approve the following departments.

4, the way of recruitment is planned: Taking the Internet as the main consideration, giving consideration to newspapers and periodicals and recommending.

Among them, Internet recruitment mainly includes: China talent network, post disaster free talent network and so on.

　　二、人員流動與勞資關(guān)系

It is one of the basic tasks of the executive branch to coordinate the relations between employers and employees and control the turnover ratio of enterprises.

In the past personnel work, this work has not been included in the target, nor has it carried out normative operation.

In eighth years, the Ministry of administration will take this work as one of the items to assess whether the work of this department is up to the standard of work quality.

1, the annual target of personnel flow control: formal employees (excluding staff who are not qualified for trial during the probationary period or who are not suitable for work) shall strive for annual control within 10% and guarantee no more than 15%.

2, the coordination of labor relations objectives: improve the company's contract system, in addition to the "labor contract", and the relevant departments and some positions of staff signed matching "confidentiality contract", "clean contract", "training contract" and so on, familiar with labor laws and regulations, as far as possible to avoid labor relations.

Striving to do every employee has no complaints and regrets, and set up a good image of the company.

　　三、薪酬管理

According to the present situation and future development trend of the company, the current salary management system may restrict the construction of the talent team, and thus bring certain influence to the long-term development of the company.

Through the administrative department's understanding of the current salary status of all sectors of the company, it is recommended to establish a scientific and reasonable salary management system as soon as possible.

　　四、員工福利與激勵

　　員工福利政策是與薪酬管理相配套的增強企業(yè)凝聚力的工作之一。而與薪酬政策不同的是，薪酬僅是短期內(nèi)因應(yīng)行政市場競爭形勢和人才供求關(guān)系的體現(xiàn)，所以在各種因素影響下，薪酬是動態(tài)中不斷變化的。而員工的福利則是企業(yè)對雇員的長期的承諾，也是企業(yè)更具吸引力的必備條件。行政部根據(jù)公司目前狀況，在第八年，計劃對公司福利政策進行大幅度的變革，使公司“以人為本”的經(jīng)營理念得到充分體現(xiàn)，使公司在人才競爭中處于優(yōu)勢地位。