The team of the Human Resources Department is slowly growing, professional talents have been introduced, the professional level has been greatly improved, and the human resources construction is gradually becoming standardized.

So do you know how to write the year-end summary of a human resources company?

Dear readers, I have prepared some year-end summaries of human resources companies for you, please accept them! Year-end summaries of human resources companies 1 Looking back on 2__, the human resources department, under the care and guidance of the company leaders, actively cooperated with various departments and service centers

Under the supervision, we have conscientiously performed our functions and responsibilities and basically completed various tasks. However, there are also many shortcomings and areas that need urgent improvement.

Here, we will carefully summarize the achievements and shortcomings of the 2__ year's work to lay the foundation for better carrying out the 2__ year's work.

1. Work Summary (1) Staffing: There are currently 4 and 5 service centers in functional departments. The staffing is reasonably allocated in accordance with the fixed staffing regulations. Some departments have one person with multiple posts.

There are currently 188 employees, including 36 managers (including 2 senior leaders, 7 middle-level staff, and 27 grassroots managers), and 152 operating staff. In addition, the management staff are over 25 years old and under 45 years old.

, 26 people have a college degree or above, 1 is a registered property manager, and 2 have intermediate professional titles or above.

(2) Employee management 1. Recruitment management Establish recruitment channels suitable for the company.

Mainly used to recruit middle-level managers and technician positions; combined with the actual situation of property companies, recruitment information is released for free through Changyuan Online, mainly used to recruit grass-roots managers and operational positions; participate in on-site recruitment once.

Recruiting and selecting people through various channels basically meet the company's employment needs. This year, a total of 96 employees will be recruited (including 1 manager and 86 operational staff).

2. Daily management (1) Standardize and improve various work procedures such as employee onboarding, assessment, regularization, and resignation, and handle relevant procedures in a timely manner.

At present, relevant daily personnel procedures can basically be carried out in an orderly manner according to regulations.

(2) Employee files are an information database that holds basic personnel information. The files include files of current employees, files of resigned personnel, and files of applicants (storage and backup). The files of current employees are usually cleaned and supplemented, and one file is basically implemented for each person.

After completing the relevant procedures on time, the resigning personnel shall be promptly assigned to the resigning personnel files; the applicant files shall be organized and archived according to the position applied for according to the initial interview and employment needs, in case of future need; the employee files shall be classified and archived according to department projects; at the same time,

Establish electronic information files for employees in the above categories to facilitate employee dynamic information management and inquiry.

(3) In accordance with the principles of confidentiality and standardization, the salary payment process was improved on the original basis in June 2__.

Calculate and approve wages promptly and accurately every month so that employees can receive their wages on time.

As of November 2__, a total of 243,446 yuan has been paid to employees, including 121,572 yuan for the functional departments of the headquarters, 413,632 yuan for Longshouyuan Service Center, 784,386 yuan for Qinghuayuan Service Center, 344,336 yuan for Park 28 Service Center, and 661,253 yuan for Century Garden Service Center.

Fumei Community Service Center 19,227 yuan (from April 20__ to November 20__).

(4) Formulate and issue a "Human Resources Management Manual" to make daily personnel work more standardized and evidence-based.

(5) Complete other temporary tasks assigned by leaders in a timely and quality manner.

2. Existing deficiencies and improvement measures (1) It is necessary to improve ideas in the recruitment and selection of new employees, and adjust recruitment plans and strategies at any time according to the company's manpower needs and talent market conditions.

(2) The overall quality of employees needs to be improved. In this regard, the focus will be on recruitment in the future. While ensuring employment needs, recruitment requirements will be gradually increased and efforts will be made to recruit people with skills, education, quality and management capabilities;

Secondly, improve the training of existing personnel.

(3) In terms of retaining people: Due to the incomplete retention mechanism, the company's employees are unable to stay at the current stage. In 20__, 74 people resigned of various types (11 managers and 63 operational staff)

, among which the order officers have greater mobility.

In future work, we will pay attention to the analysis of the reasons for employee resignation, prescribe appropriate remedies and formulate improvement measures.

(4) In terms of performance appraisal and employee training: the Human Resources Department does not adequately conduct employee training and assessment.

The Operations Department is mainly responsible for the training of operating-level employees and the assessment of core management personnel. In future work, it must actively cooperate with the Operations Department in training and assessment work.

(5) There is a lack of professional knowledge in human resources and property industry. It is necessary to strengthen learning and combine with the actual situation of the industry to better carry out human resources management work.