How to write the title of the year-end summary:
Writing a year-end summary is naturally the title first. The topic of the year-end summary is actually very simple, just write time+language.
For example, "20XX Personal annual work summary" need not be too gorgeous, and some titles even omit the time directly, such as "Annual Work Summary", but I still recommend the format of time+language.
The title of the abstract generally has two forms:
One is the official title; One is the title of the informal document.
The titles of official documents are composed of unit name, time, reason and language, such as "Summary of work in XX village in 2008" and "Summary of Party building work in XX town in 2008", and some only write "Summary of work".
Unofficial titles are more flexible, and some are double-line titles, such as "strengthening physical fitness, comprehensively implementing the educational policy-carrying out various forms of sports activities"
Some are single-line titles, such as "promoting talent exchange and cultivating talent resources".
HR Commissioner's year-end summary essay:
Xx has quietly passed, and the work in the previous stage has basically come to an end.
This semester, I served as the head of the human resources department. The role change from supervisor to supervisor allows me to adjust myself and learn to take on different responsibilities.
In addition to the routine work of departmental functions, I also tried some innovative work ideas this semester. The work of xx in the second half of the year is summarized as follows:
First, the department recruits new employees.
Our department is the main department responsible for recruiting new recruits for the whole Central South University. I'm really tired during this period. It's exhausting to set up a stall and sweep the building.
But with the arrival of new members, fresh blood was injected. After a period of selection, we selected 23 new members to join the manpower (although some members quit halfway), and together with 4 ministers and 7 supervisors, we formed a warm manpower family.
This makes all the hard work worthwhile, and it is through joint efforts that a department can become a home.
A group of newly recruited officers are very active. They can quickly integrate into directors and ministers, and they can take assigned tasks seriously. Everyone has made efforts for the development of the department.
I can't forget those funny people at the conference. You showed the vitality of a new level of manpower.
But at the same time, there are some shortcomings, that is, lax discipline and weak organizational awareness, which have been corrected to some extent in the future work.
My biggest feeling about recruiting new people is that the whole department has become lively, because with the integration of a batch of new blood, my feelings for this department have deepened.
Second, HR series training
After the recruitment work is completed, the hr series training activity of "Professional Building, Community Elite" is a heavyweight activity of our department.
Training on different topics can help new members of the club integrate into the organization as soon as possible, gain a deeper understanding of the institutional culture of CSU, master publicity skills and learn public relations etiquette knowledge.
Reflected in the regular meeting, I personally felt that the atmosphere at the scene was very dull, and the audience's enthusiasm was not mobilized during the training, which led to the training not achieving the expected results. There are several reasons: 1 The trainees are not here to learn technology. Many people regard training as a task, and some even don't know what they are listening to in advance.
The audience has no initiative, so even if the commentator speaks well, it is useless; The content prepared by the speaker at the scene is very substantial, but the fly in the ointment is that he has a little stage fright and can't control the scene well, which will greatly reduce the audience's interest in the training content.
Technical interpretation not only requires the interpreter to talk about technology, but also requires that what he explains be understood and accepted.
The order of the three departments is not smooth enough, and there is a cold spot in the middle.
Improvement scheme: 1 When introducing the training program to the president, it should be clear that this program can involve all students interested in technology, attract more people who are really interested, and improve the technology of the association.
Negotiate the playback order between departments and pay attention to the connection.
Third, the plenary session.
The general meeting is another routine work of our department.
The societies I supervise are mainly small, characterized by few people, low internal enthusiasm and going through the motions.
In fact, we shouldn't demand how many people join these societies, because it is difficult and easy to arouse the resentment of the presidents of these societies. However, we must emphasize that the person in charge of the main position of the association must attend and the contact information of the association must be handed in on time.
A little loose, a little tight.
Finally, I think it is necessary to improve the internal construction of the department.
We promote communication among department members through dinners, parties, etc. And through the form of departmental purpose, establish departmental concept and enhance departmental cohesion.
As emphasized in the training of every department at the beginning, manpower is a family, and we are all a part of it.
As a teacher elder sister, I think I am competent. I can help everyone integrate into human resources, give encouragement to officers and establish deep friendship with them.
At the same time, thank you very much for your objective evaluation in the performance appraisal, which made me know myself more correctly.
As a supervisor, I really need to improve a lot, such as carelessness, communication between colleagues and strengthening leadership.
I remember always making mistakes and fearing the minister's approval.
Now that I think about it, I appreciate the manpower. Now I am more responsible and know what responsibility is.
The six directors of the department have something to learn, but we communicate too little, and every department activity sneaks away, which is a bit shameful.
In a word, the human resources department is the common human resources department of 3 1 members, and the progress of the department depends on everyone's joint efforts. I hope that the Ministry of Human Resources will make greater progress and better development next semester.