2022年2016人事部年度工作计划[推荐] .pdf

2016 人事部年度工作计划人事部 XX年度主要工作计划和目标：一、建立健全人事行政管理的各项规范及管理制度、员工手册等二、人力资源招聘与配置三、员工培训与开发四、建立真正以人为本的企业文化五、制订对外具有竞争性，对内具有公平性的薪酬结构管理六、完善员工福利与激励机制七、绩效评价体系的完善与运行八、人员流动与劳资关系九、公司日常工作及后勤的管理一、建立健全人力资源管理的各项规范及管理制度、员工手册完成时限：XX年 12 月至 XX年 2 月份起草各类管理制度，XX年 2 月抽出一星期 时间每天下午14：00 召集各部门主管研究讨论，初稿订下来后，报总经理批准。春节放假开工时 正式颁布。二、人力资 源招聘与配置1、按人 员配置及 XX年流动情况。分析评估各部门工作量，判断其人员缺失数量。2、人才储备：为中层管理人员的补充做好准备。1)在招聘过程中用人部门需要有明晰的用人需求：通过评估确定招聘人员数量时，人事部需跟各部门进行深层次的沟通，确定应聘人员要求具备的素质、条件和潜质。完成时限：XX年 12 月至 XX年 1 月份，这段时间 内可以单独抽出一天，召集各部门主管讨论确定。2)招聘渠道与方式：网络招聘、现场招聘、内部招聘：员工推荐：。具体实施时间：根据 各部门提交的人力需求汇总按公司实际人力需求情况决定。三、员工的培 训与开发并根据各部门的培训需求及企业的整体需 要建立培训计划，从基础的技能培训、质检培训、项目管理培训、团队合作培训、个人意识培训、新员工企业文化培训。具体实施时间：1、人事 部与各部门沟通协助各部门编写 XX年度员工培训计划，计划 XX年三月份 完成;2、采用培训的形式：内部培训教材;网络培训;外聘讲师到企业 授课;3、计划培训内容：主要应重点培训企业文化与制度和文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2岗位技能。4、培训时间安排：内部培训时间由各部门及人事部沟通暂订每月一次培训。四、建立真正以人为本的企业文化1、建立 内部沟通机制。建立沟 通机制成败的关键是由三方构成的一个三角洲，这个三角洲的三方分别是总经理、人事部和员工部门经理。只有保证这个三角洲的稳定，才会有基本的保障。2、通过每月举办一些中小型活动提高员工凝聚力具体实施时间：此项工作纳入月度计划来做，但是是一个漫长持续的过程，需全体员工积极加入到建立企业文化的工作中来，共同创造，让 维隆的企业文化真正的活跃起来!五、制订对外 具有竞争性，对内具有公平性的薪酬结构1、薪酬 制度的透明化2、建立 以人为本的薪酬方式首先要把员工作为公司经营的 合作者，建立员工与公司同荣俱损的薪酬制度，然后加大员工福利和奖励的比例，使其有强烈的归属感!3、建立对核心员工的薪酬考虑中长期薪酬方案。具体实施时 间：文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2在企业的发展过程中进行适当的引导，使员工认同并执行公司的薪酬 制度，发现问题不断完善六、员工福利与激励1、员工福利为在公司工作满一年的员工购买社保，保障员工最基本的医疗及工伤待遇，制订年终奖制度等，让员工得到家人对 公司的认同使员工有归属感。2、计划制订激励政策：季度优秀员工评选与表彰、年度优秀员工评选表彰、内部升迁和调 薪调级制度建立、员工合理化建议(提案)奖、对部门设立年度团队精神奖、最佳创意奖，建立内部竞争机制(如末位淘汰机 制)等。1)给员工一 个发展的空间和提升的平台。建立完善的竞争机制，鼓励员工竞争上岗。对在本岗位已经有不俗表现、能力已超越本岗位要求的员工，但暂时又还没有更高一层级的岗位空缺时，对员工辅以平级轮岗，用新的岗位，新的工作，新的挑战，激起员工的工作热情，同时，也让员工学到更多的知识和技能，有效提升员工的综合素质，为该员工能胜任更高层次的工作岗位奠定基础。2)提供有竞争力的薪酬水平。首先，调查 清楚同行及本工业区周边薪酬水平。制订出具有竞 争力的薪酬制度;使公司 在行业中有一定的竞争力。文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2具体实施时间自总经理认同核准后，人事部将制定各项福利激励制度，报审批通过后严格按照既定的目标、政策、制度进 行落实。此项工作为持续性工作。并在运行后每个月度和季度内进行一次员工满意度调查。通过调查信息向公司反馈，根据调 查结果和公司领导的答复对公司福利政策、激励制 度再行调整和完善。七、绩效评价体系的完善与运行绩效考核工作的根本目的不是为了处罚未完成业务量和不尽职尽责的员工，而是有效激励员工不 断改善工作方法，建立公平的竞争机制，提高工作 效率，培养员工工作的个人意识和责任心，及时查找工作中的不足并加以调整改善，从而推进企业的发展。XX年，人事部 将通过与各部门深层次沟通，协助各部门着手进行 绩效评价体系的制定与完善，并持之以恒地监督贯彻和运行。具体实施时 间1、XX年 1 月4 月这段时间内力争与各部门深层次的详细沟通，协 助各部门制定绩效考核方案，最后归总形成维隆公司整体绩效考核评估系统。2、主要工作内容：根据制订的绩效考核大框架结合往年度绩效考核工作中存在不足，对现行制度、相关使用表单进行修改，考核结果反馈与改进 情况跟踪、考核结果与薪酬体系的链接等多方文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2面进 行修改，保证绩效考核工作的良性运行。3、推 行过程是一个贯穿全年的持续工作。人事部完成此项工作目标的标准就是保证建立科学、合理、公平、有效的绩效评价体系。八、人员流动与劳资关系1、对正常人员流动的采取适度原则适度的员工流动，是保持我司人员系统更替重要方式。流动率过小，会使公司得不到新 鲜的血液，影响公司的活力。但是过度的流动，尤其是向外流动，对企业来说是很大损失。2、具 体实施内容为有效控制人员流动。对人员招聘工 作进行进一步规范管理。严格审查预聘人员的资历，人事部还要及时地掌握员工思想动态，做好员工 思想工作，有效预防员工 的不正常流动。并做好离 职调查。九、加强公司 日常工作及后勤管理1、员工：员工手册 初稿已完成，员工队伍正在建立中，计划在下年度 十二月份整顿完毕。2、宿舍：卫生和纪律的制度制订出台，公司人员要支持与配合，坚持执行。3、食堂：相关食堂管理制度出台，尽力提高饭菜卫生、文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2质量。根据就餐人 数，定出一个标准，决定 伙食费用的多少。同时根 据厨房所用原料的市场行情，灵活调整。4、规范清洁工工作职责，使厂区各个区域干净、整洁。十、制度刚性执行公司过去颁布的刚性的制度已经不少，但是有些却流于形式，原因就是刚性制度没有刚性执行。如何做到 制度的刚性执行，首先管理者要以身作则常抓不懈。对政策的执行要始终如一地坚持，工作中要做到有布置有检查，检查工作不能前紧后松，企业要想强化执行力，必须在每个 方案出台时引起管理者的高度重视，凡是牵扯到管理者的方面一定要率先示范，做出表率。具体实 施时间 XX 年全年度不断 完善关于执行制度的制度。2016 人事部年度 工作计划相关内容:人力 资源年度工作计划根据公司发展规划和人力资源工作要求，人力资源部将紧紧围绕公司整体工作指导思想和发展计划，结合公司实际情况，为全面完成公司下达的各项任务，特制定本计划。.20XX 年人力资 源部个人工作计划【XX 年人力资源部个 人工作计划】自来公司的三个多月，对公司各部门、业务和员工概况有了比较明晰的认识;就公司目 前的情况来讲，人力资源 部成立不久，人力资源管理工作还没有规范化起来。文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 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HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q9L10G1 HT8Y6V8S1U5 ZG6G6V8J9D2文档编码:CR10T4Q