In the target part to be achieved in the work plan, the key is to clearly define the target, which is manifested by clearly defining the indicators corresponding to the target and setting quantitative target values of the indicators. Next, I will bring you hr's personal development plan. I hope you like it!

hr Personal Development Plan 1

According to the results of job analysis and job evaluation in the early stage of human resources construction of Zuoshang Enterprise Management Consulting Co., Ltd., on the premise of adjusting the organizational structure and reassigning personnel, the overall thinking of the work of the human resources department is: taking recruitment as the guide, adjusting and perfecting the human resources recruitment system and strengthening the management of new employees. Assist Zuoshang Enterprise Management Consulting Co., Ltd. to implement and maintain the salary setting and performance appraisal system after job evaluation, establish and improve the training system by using the results of job analysis and job evaluation, and do a good job in human resource management in a standardized and group mode.

The specific work steps are as follows:

1. Unify thoughts and establish the concept of human resources management

In the early communication with the teachers of Zuoshang Enterprise Management Consulting Co., Ltd., they are willing to train the course of "Human Resources Management for non-human resources department heads" for the company's supervisors and above, and suggest that the company make Zuoshang Management Company train this course for the department heads and above, so as to ensure that the company can form a unified understanding in the implementation of human resources management concepts and make the human resources management concepts knowledge.

2. Strengthen internal construction and clarify the responsibilities of personnel

After the adjustment of departments and personnel, combined with the work flow, the responsibilities of various posts and related staff will be further clarified within the human resources department, the human resources management system, processes and forms will be comprehensively sorted out, and the internal work and meeting notification system of human resources will be formulated. Establish a regular communication mechanism within the human resources department, which combines the communication channels of meeting and training with OA communication mode, so that personnel can first develop a good internal working atmosphere.

3. Establish and improve the recruitment system and strengthen the recruitment function

Firstly, according to the job responsibilities (or job descriptions) of each position, extract the basic post quality, establish the basic post quality model, determine the recruitment standards, and establish the basic post quality model base, so as to make early preparations for resume screening and make the recruitment work more systematic.

Secondly, build recruitment channels. At present, the main recruitment channels are internal recruitment, industry media, talent market, campus recruitment, talent agency, interpersonal recommendation, online recruitment, talent pursuit and so on. Combined with the current recruitment effect and industry characteristics, we should increase online publicity, small advertisement posting and internal personnel recommendation. On the basis of maintaining the existing recruitment channels, we should communicate with external recruiters to learn more channels and explore new recruitment channels.

Third, establish an evaluation system for management recruitment. For the recruited managers, the talents are evaluated and evaluated, and the evaluation tools are selected to provide more reference for the evaluation of interviewers.

Fourthly, optimize the recruitment process. According to the characteristics that the offices of the Group and the companies are relatively scattered, and the recruitment work is managed by the Group in a unified way, the interview linkage between the Group and the companies is established in the setting of the process, so as to ensure that the recruited personnel are satisfied with both the recruiter and the registrant and are more suitable for the job requirements.

Fifth, improve the recruitment, evaluation and evaluation forms. Optimize all kinds of recruitment and employment forms according to the requirements of process and structured interview and approval.

4. Establish and improve the training system and strengthen the evaluation of training effect

The construction of the company's training system is guided by corporate strategy, focusing on the improvement of employees' post competence, while paying attention to the professional shaping and career planning of employees, improving employees' performance and organizational efficiency, promoting employees' all-round development, and providing dynamic talent support for the company's sustainable development.

firstly, establish a training organization system led by the human resources department, with the heads and managers of all departments as the backbone, and standardize the development, arrangement and teaching methods of training courses according to different levels.

Secondly, the curriculum system is established.

In the establishment of the curriculum system for new employees, cultural identity and role orientation are the core, and different courses are selected and developed for training at the beginning, middle and end of the trial respectively. The general situation, development history, business model and corporate culture of the enterprise at the initial stage of employment, and the curriculum arrangement centered on employee's code of conduct, enterprise system, regulations, workflow and instrument etiquette; Try to focus on team awareness training and professional quality guidance in the medium term; Before the end of the trial, summarize and promote, sense of responsibility, etc., and combine the employee's self-trial summary to enhance the cognitive ability of the enterprise and post.

in the establishment of the curriculum system for old employees, the core is discipline awareness and work skills, and courses such as team spirit, work attitude, workflow improvement, employee conduct norms, rules and regulations are carried out irregularly, and courses are developed according to the training needs and the shortcomings in the work.

in the course establishment of backbone and grass-roots managers, the course development and arrangement are carried out on the basis of training needs and enterprise operation needs, with team management, communication skills, time management and work efficiency, and training guidance ability.

The middle and senior managers' courses are developed with professional managers' core skills, leadership and execution, how to build an efficient work team, problem analysis and solution, time management and work plan, and HR management of non-HR managers.

The development of courses must dynamically adjust the key training contents according to the company's development strategy and the growth status of employees. Gradually form a company project and case base.

according to different training objects, choose different training forms.

third, the construction of training lecturer team. Combined with the current training situation of the company, the training lecturer team is mainly composed of backbones and supervisors at all levels, and the necessary qualities and skills of the training lecturer are trained. Combined with the training needs of different levels, we should take external training for lecturers or participate in external training, so that the lecturer team will be mainly internal lecturers, supplemented by external training and external training.

In the interview, due to the nature of the company's business and the characteristics of working hours, some backbones and supervisors are conducting employee training, but the effect is not good, and they are not active in teaching.

in the construction of training lecturer team, a teaching reward system can be set. The human resources department adopts different evaluation methods for teaching level, attitude and effect according to different course types, and rewards the lecturers with evaluation points, so as to enhance their enthusiasm and self-improvement ability.

fourth, the construction of training system and process system. Organize and compile the company's current training system, and make necessary revisions to improve the training system and optimize the training process in combination with the company's operational development needs.

Fifth, the construction of training evaluation system. For each training, different levels of evaluation are conducted according to the teaching content. After the training, the trainers should give feedback on the training suggestions and opinions, training courses and lecturers, and first make a response level evaluation; Test the training courses or let employees talk about their experiences and make a good evaluation at the learning level; After the training is completed for a whole period of time, check whether the behavior and performance of the participants are changed or improved, and evaluate them at the behavioral level; Whether the operation and development of the company have had a positive impact after the training, so as to evaluate the results.

sixth, establish and improve training files. Employee training files are an important basis for employee promotion, year-end evaluation and prevention of labor disputes. According to the management efficiency, everyone can file or file monthly to ensure the integrity of employee training files.

5. Strengthen the execution and promote the operation of the performance-based salary system

The performance-based salary system was determined on the basis of job investigation, job analysis and job evaluation conducted by Zuoshang Management Company, which took a long time to form, mobilized many people and had high production cost. The Human Resources Department assists the management to intensify the implementation, and makes good use of performance interview, tracking, effect evaluation and assessment results.

First, strengthen inspection and tracking to ensure the accuracy and authenticity of data sources of performance indicators;

Second, for each evaluation index, we should try to quantify it, but not quantify it. The evaluation method should be scientific and the index definition should be clearly defined.

Third, the performance appraisal process should be fair and just; The performance results must be fed back to the individual, so as to ensure that the assessed personnel understand their own shortcomings and know how to improve their work in the next step.

the fourth is to understand the needs of personnel and develop personnel training courses in combination with tracking and counseling in the evaluation process.

6. Other aspects

Guide subordinates to do a good job in employee relationship management. First, the annual audit of social security; The second is employee file management; Third, labor contract management; Fourth, the department staff should conduct necessary employee interviews at the grass-roots level and keep records; Fifth, the integrity of personnel statement submission; The sixth is the development and completion of employee relations and personnel affairs such as work plan summary and specification.

personal development plan of HR 2

according to the company's development plan and human resources work requirements, the human resources department will closely focus on the company's overall work guiding ideology and development plan, and combine the actual situation of the company to fully complete the tasks assigned by the company.

1. Correct thinking, blaze new trails, and strive to create a new situation in human resources work

In _, according to the unified deployment of the company, the human resources department will clearly understand the situation, boldly innovate and constantly improve, and under the correct leadership of the general manager's office, do a good job in human resources management according to the guiding ideology and development goals formulated by the company in _ _. Establish and improve the human resource management system, improve the formulation and implementation of employee recruitment, training, promotion and performance appraisal, and introduce and cultivate talents. Make human resources work play its due role.

Second, set the work target for _ year to ensure the orderly development of human resources work

To ensure the effective development of human resources work and play an important role in enterprises. In _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Because the establishment of organizational structure is the fundamental

foundation for human resources work.

2. Prepare the post responsibility system and post target responsibility book of each department according to the organizational structure

_ The company will prepare the post responsibility system and post target responsibility book for each position of each department to clarify and refine the post responsibilities and target tasks, so as to assess and determine the job responsibilities and work contents of each department, and prepare the departmental target responsibility book according to the actual situation to stimulate and restrain the sense of responsibility and urgency of each manager and frontline staff. At the end of the year, the year-end assessment will be conducted according to the actual completion status of the target responsibility book. The post responsibility system will be posted on the wall, subject to the supervision of various departments and the internal assessment of the company.

3. Carefully recruit employees according to the development requirements of the company

_ is the year of the company's development, and the year of standardization. The human resources department will formulate and implement the recruitment of human resources of the company according to the development plan of the headquarters. Through various publicity channels, we will increase the publicity of the company's brand and talent introduction policies to organize and implement personnel recruitment, and continue to implement the recruitment process organized by stores and controlled by the human resources department to increase recruitment efforts. Carefully inspect the investigation and understanding of each candidate to ensure that every new employee can complete the company's tasks competently. Introduce and absorb a large number of outstanding talents into the company.

4. Do a good job in the training and follow-up assessment of new employees

In _ _, the Human Resources Department will carefully organize and implement the training and follow-up assessment of new employees and managers. In _ year, we will strengthen the training of employees' business skills according to the overall situation of employees and the actual situation of the company, focusing on the training of the first-level manager < P >, and comprehensively improve the management level and business skills of the supervisors. Then, we will adopt the pre-job training and on-the-job "One Belt, One Belt" training mode to conduct comprehensive and systematic targeted training for employees, so that the overall business skills of our employees can be further improved. The Human Resources Department will track and assess each manager and employee, and file their training and performance. Collect first-hand information for the company's reserve talents.

At the same time, excellent management talents and excellent employees will be selected to study abroad. Through this kind of study and training, they can see the advantages of other peers, find out their own gaps, and improve our own management level and business skills through learning.

5. Establish and improve the performance appraisal mechanism of our company to stimulate the enthusiasm of employees.

The human resources department will formulate performance appraisal standards and implementation methods according to the company's annual work objectives, improve the performance appraisal process and content, and issue the performance appraisal form to stores according to the actual situation of each store.

performance appraisal process:

establish a performance appraisal system-break down appraisal indicators-implement performance appraisal-prepare salary report-summarize the performance appraisal at the end of the year-cash the performance appraisal results

performance appraisal mainly aims to improve and stimulate employees' subjective initiative and sense of responsibility by linking sales performance with employees' salaries, and break egalitarianism. So that the salaries of managers and front-line employees are fully separated.

6. Formulate

human resources planning and cultivate and reserve excellent management talents

According to the company's development planning and talent demand, the human resources department will continuously cultivate and reserve all kinds of excellent management talents to meet the needs of enterprise development. In _, the human resources department will focus on strengthening the recruitment and reserve of department heads and store managers, introducing and excavating talents through various channels, absorbing talents with management ability and operational ability, and continuously strengthening the existing excellent employees.

hr's personal development plan 3

1. Unify thoughts and establish the concept of human resources management

In the early communication with the teachers of Zuoshang Enterprise Management Consulting Co., Ltd., they are willing to train the course of "Human Resources Management for non-human resources department supervisors" for the company's supervisors and above, and suggest that the company make Zuoshang Management Company train this course for the department supervisors and above, so as to ensure that the company can form a unified understanding in the implementation of human resources management concepts and make human resources management concepts.

2, strengthen internal construction, clear people.