人力资源英文工作报告范文

精品文档 人力资源英文工作报告范文20xx年重点工作总结从人力资源工作的几大板块阐述今年以来的工作总结，主要包括思想政治工作、人力资源管理、薪酬管理、绩效考核、劳动关系管理、教育培训及党团建设等，对已开展的工作全面总结，突出重点，报告内容重点突出，用事实和数据说话。存在不足、改进措施20xx年重点工作及目标措施要结合20xx年公司发展实际，列出重点要开展哪些工作，达到目标是什么，要有具体措施、时间节点。主要是需要公司协调解决的问题，要说明解决的事项以及初步想法。JOB DESCRIPTIONPosition : ASSISTANT STORE MANAGERDepartment :Retail DepartmentReport To : Store Manager To support the Store Manager in implementing his/her mission in managing the store, and deputise in his/her absence. Optimize sales through effective implementation of business strategies set by the Store Manager.Management-Support Store Manager in the implementation of training programmes, evaluation and motivation of staff in order to achieve sales objectives.-Identify any staff development needs and communicate to Store Manager.-Maintain effective and regular communication with Supervisors/Senior Sales staff in order to ensure complete delivery of missions set by Store Manager.-Monitor and implement staff scheduling as defined by Store Manager.-Assume staff consultation and coaching duties as necessary.Management-Monitor and review stock level together with customer needs/buying trends, and advise Store Manager of any suggestions necessary to increase sales.-Conduct daily audit of stock management including merchandise receipt, transfers and sales. -Review both in-store and window visual merchandising on a regular basis, and supervise appropriate merchandise mix.Maintenance-Ensure proper visual merchandising is maintained according to Louis Vuitton guidelines, both in the window and in-store displays.-Monitor store cleanliness both on and off the sales floor, and ensure Louis Vuitton housekeeping guidelines are met./Service Management-Monitor staff performance to ensure that excellent customer service is maintained.-Implement action plans set by Store Manager to develop sales for each product category and clientele.-Be aware of local trading environment and its impact on our sales, including competitors trading activities.Management-Ensure all company information received from Store Manager is communicated to staff as appropriate.-Produce routine reports (weekly, monthly) as required by Store Manager.-Assist Store Manager in ensuring various aspects of store operation duties are complete and in order (reporting, sales reports, bank-in, store expenses etc.).-Deputise Store Manager in his/her absence in all facets of store operation and execute all required administrative duties.and Reporting-Provide Store Manager with reviews and updates on various issues relating to staff management matters.-Discuss with Store Manager any suggestions relating to business issues in order to facilitate improvement in store operation.-Obtain prior approval from Store Manager of any changes in store operating procedures or tasks deemed necessary.Perform other duties as required by Store Manager.Description Job Title: Assistant Store ManagerDepartment: Store OperationsReports To: Store ManagerPrepared Date: 02/03SUMMARYThe Assistant Store Manager is accountable to the Store Manager and is responsible in the Grocery, Dairy, Produce, Frozen Foods and General Merchandise departments for maximizing sales and gross profit, protection of company assets, store conditions, presentation, control of losses, and contributes to the companys operating objectives.ESSENTIAL DUTIES AND RESPONSIBILITIESMaintains store conditions per company standard to improve profitability.Maximizes department sales and profits.Develops and maintains a team concept to improve associate morale, communications, non union status, working conditions.Maximizes store profits and gross profit through effective merchandising.Achieves or surpasses productivity and payroll goals in each department.Maintains customer service levels according to company standards.Complies with company and governmental sanitation standards.Ensures weekly on-hand inventory goals through proper ordering practices.Manages the recruitment, development, training and counseling of all associates.Manages others and adhere to company human resource and personnel policies as well as state and federal laws.Establish a working relationship with all support staff and supervisors.Develop a daily/weekly workload plan, coordinate responsibilities and follow through to maximize results.Executes merchandising directives.Ensures proper maintenance and safe use of equipment.Ensure proper usage compliance and handling of all supplies.Responsible for opening or closing store, where applicable.Establish community involvement.SUPERVISORY RESPONSIBILITIESManages 10-15 subordinate supervisors who supervise a total of 50-125+ associates in the store.Is responsible for the overall direction, coordination, and evaluation of respective store.Carries out supervisory responsibilities in accordance with the organizations policies and applicable laws.Responsibilities include interviewing, hiring, and training associates; planning, assigning, and directing work; appraising performance; rewarding and disciplining associates; addressing complaints and resolving problems.QUALIFICATIONS Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.EDUCATION and/or EXPERIENCEAssociates degree (A. A.) from two-year college or university; or one to two years related experience and/or training; or equivalent combination of education and experience.LANGUAGE SKILLSAbility to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.Ability to write routine reports and correspondence.Ability to speak effectively before groups of customers or associates of organization.MATHEMATICAL SKILLSAbility to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.Ability to apply concepts of basic algebra and geometry.REASONING ABILITYAbility to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form.Ability to deal with problems involving several concrete variables in standardized situations.CERTIFICATES, LICENSES, REGISTRATIONSNone required.PHYSICAL DEMANDSThe physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.While performing the duties of this job, the associate is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and talk or hear. The associate must frequently lift and/or move up to 100 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.WORK ENVIRONMENT The work environment characteristics described here are representative of those an associate encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.While performing the duties of this job, the associate is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.RevisionFile Name: 人力资源管理程序HR Management Procedure Version: B/0 Revised Version:Effective Date: Edited by: ISO Office1.目的:为确保本公司所有岗位人员能够胜任岗位工作任务的要求。Objective：To ensure that staff in all positions are competent for work requirements.2.适用范围：适用于对本公司所有岗位人员的识别、人员招聘、培训、考核及岗位任命全过程。Applicable Scope：Apply to identification, recruitment, training, assessment and the whole process of appointment.3.职责Responsibility:行政人事部负责人员招聘引进、通用性规章制度的培训及考核、和各岗位任命的归口管理。The HR Dept. shall be in charge of staff recruitment, training of general rules and regulations and assessment, as well the centralized management of appointment.行政人事部负责公司通用性文件的编写，经管理者代表审核，董事总经理批准后执行。The HR Dept. shall be responsible for preparing generalized documents, which should be checked by the Management Representative and approved by the General Manager before implementation.各部门主管负责编制本部门岗位人员编制、职责和基本素质要求及本部门新员工上岗前的岗位培训及日常人事管理工作。The head of department shall be responsible for preparing their own “Staffing, Responsibilities and Basic requirements”, in addition the former training for new staff and other daily work of personnel management.4.工作程序 Work Procedure：行政人事部编制员工手册和质量管理体系落实程度考核制度，经管理者代表审查、董事总经理批准后执行。The HR Dept. shall draft the “Employees Manual” and the “Examination System of QMS Performance”, they will be implemented after being reviewed by the Management Representative and approved by the General Manager.各部门主管负责编制本部门岗位人员编制、职责和基本素质要求，经主管领导审核后，报董事总经理批准，送行政人事部备案后交文控中心修订相关的受控文件。RevisionFile Name: 人力资源管理程序HR Management Procedure Version: B/0 Revised Version:Effective Date: Edited by: ISO OfficeThe head of each department shall be responsible for preparing their own “Staffing, Responsibilities and Basic Requirements”, which should be audited by the department leader and approved by the General Manager; HR Dept. shall make backup and then send to Document Control Center for preparing relevant controlled files.4. 3招聘Recruitment行政人事部根据各部门提交的招聘申请表并结合岗位人员编制、职责和基本素质要求，开展相关的人事招聘工作。The HR Dept. shall carry out relevant recruitment according to “Application of Recruitment” and combine with “Staffing, Responsibility and Basic Requirements” of each department.公司各用人部门必须按岗位人员编制、职责和基本素质要求进行人员招聘，应填写“人员招聘申请表”，经部门主管领导书面批准，并经人事总监书面批准后，交由行政人事部办理有关招聘事务。若用人部门根据实际需要，有必要超出岗位人员编制、职责和基本素质要求的，招聘申请表还需经总经理书面批准后方可进行招聘。The department which actually needs to recruit has to fill out the “Recruitment Application” according to the “Staffing, Responsibilities and Basic Requirements”. It is the HR Dept. will take on the recruitment affairs, as long as the Application has been audited in written form by the head of dept. (chief vice-manager/ chief inspector/ factory director) and approved by the chief officer of HR dept. If it is necessary to go beyond the “Staffing, Responsibilities and Basic Requirements”, it shall be approved in written form by General Manager before execution.行政人事部对前来应聘人员进行资质证书及工作经历的核实，要求应聘人员填写“个人资料表”，通知用人部门对应聘人员进行必要的面试或笔试考核，确保应聘人员能符合相应的岗位要求。The HR Dept. shall review qualifications and work experience f candidates, ask the candidates to fill in “Personal Information”, and notify the hiring department to give necessary interviews or written examination to ensure that the candidates satisfy post requirements.如新员工未能符合相关职位的入职要求，而部门主管认为需特殊聘用的，须另以申请报告的方式书面申请并经董事总经理签核后聘用。If there is any staff does not meet the relevant entry qualifications, while the head of department considers for a special employment, he/she shall write application report in addition, and submit it to the General Manager forRevisionFile Name: 人力资源管理程序HR Management Procedure Version: B/0 Revised Version:Effective Date: Edited by: ISO Officeapproval.经过面试合格的录用人员，经部门主管领导签名批准后，并由行政人事部通知被聘人员带齐相关资料到公司报到。The HR Dept. shall inform the qualified recruits to report for work together with the relevant datum, after getting signing permit of dept. leader and approval of General Manager.被聘人员到公司报到时，须交有效身份证、学历证、计生证等证件原件与副本，有工作经验者还需提交之前单位开出的离职证明，同时上交合格体检表，由行政人事部办理相关入职手续。The recruits shall hand in both original version and copy of valid ID, academic diploma, certificate of family planning, employment separation certification from last company if have work experience, as well as qualified medical form, when they report for work. The HR Dept. shall complete the relevant entry procedures.员工入职手续Personnel entry procedures：行政人事部为每一位新员工开户其个人人事档案。HR Dept. shall establish the individual Personnel File for new recruiter.行政人事部必须确保新员工入厂前须与之前服务公司清楚了结所有劳动关系及经济方面的关系，要求新员工提供前服务公司开具的离职证明，如新员工不能提供相关的离职证明，必须书面说明原因，并书面承诺日后若与该公司出现任何经济纠纷、法律纠纷均不能牵连本公司，愿意承担因此而给本公司造成的一切经济损失。此项由用人部门主管提交书面申请经董事总经理批准同意后行政人事部方可替其办入职手续，并归档于该员工的人事档案。HR Dept. shall ensure that new recruit has settle up labour and economic relations with the former company, ask he/she to provide the demission testimonial, otherwise he/she shall give written explanation, and written promise to guarantee that he/she will not embroil our company in any economic and law dissension in future, and undertake all of economic loss. As to such cases, director of HR dept. shall apply in written form to the General Manager, and then start entry procedures and file them in the Personnel File after approval.行政人事部必须核查并确保新员工提供的个人资料表上的信息、本人身份证、彩色照片3张、学历证、暂住证、珠户求职登记卡、计生证是真实有效的，并各复印一份，归档于该员工的人事档案。HR Dept. shall check and ensure that all of information, ID, three colorful photos (used for filing personnelRevisionFile Name: 人力资源管理程序HR Management Procedure Version: B/0 Revised Version:Effective Date: Edited by: ISO Officeinformation and work permit), educational diploma, temporary resident permit, unmarried certificate, ZhuHai residents job register card, family planning certificate are effective, keep one copy of them in the Personnel File.行政人事部必须检查所有外地户口的公司员工均有珠海有效暂住证，如无，则由该员工提供近期1寸黑白照片、身份证复印件及费用，女职工还需提供有效的计划生育证原件, 由行政人事部统一办理,员工暂住证号码需登记在人事资料上作备案.HR Dept. shall check whether all of immigrant staff hold effective temporary resident permit, otherwise he/she shall provide the recent photo, ID, fees, female employees shall also provide original family planning certificate to HR Dept. to apply one; while the temporary resident permit number shall be filed in the Personnel File for backup.行政人事部必须确保新员工入职时提供合格的体检证明，体检不合格者，公司不给予录用。体检证明归档于员工人事档案。The staff must provide the medical certification when entry, the company wont hire the staff who fails in health test, medical certification should be filed in the Personnel File as well.行政人事部必须确保在新员工入职时，让员工了解公司概况、各部门职能、公司主要领导岗位介绍、部门分布、及员工手册等“员工须知”。如果该岗位经常要延时加班，应该告知该位员工，在该员工同意后，向公司签署一份“同意延时加班申请书”。由员工签名的 “同意延时加班申请书”要归档于该员工的人事档案。HR Dept. shall introduce our general situation, function of each department, the main leaders in the company, post setup, dept. structure and staff, Staff Manual and “Necessary information for new employee”. Tell the recruiter about the overtime pay if he/she has to work overtime frequently, he/she shall sign on the “Overtime Work Requisition” after agreement. File the above two documents in the Personnel File.行政人事部要确保员工认真阅读并书面签收表示遵守员工手册上的相关规定，签收的书面资料归档于该员工的“人事档案”。The recruit shall read the Employee Manual carefully,HR file a written agreement of abiding by the manual in the Personnel File.行政人事部必须确保在员工入职的一个月内，即与员工签订劳动合同书、员工保密协议。HR shall sign a Labour Contract and Non-Disclosure Agreement with the recruiter in one month afterRevisionFile Name: 人力资源管理程序HR Management Procedure Version: B/0 Revised Version:Effective Date: Edited by: ISO Officeaccession.行政人事部必须安排新员工领用公司的就餐IC卡，并做好领用登记。HR Dept. shall transact IC dining card for new staff, and keep a record.培训 Training：新入职员工，由行政人事部按“新员工须知”对新员工进行告知，同时对新员工进行员工手册上的制度培训，并发放“员工手册”给新员工，办理签收手续。培训完毕后，进行书面的考核，并将培训的考核结果记录于“员工培训考核档案卡”内。入职培训考核合格后，由行政人事部带领新员工去所属部门主管处报到。HR Dept. shall impart the “Necessary information for new employee” for new staff, and give training on the system of