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Human Resources Three-Pillar Annual Work Plan
This is a mind map about the annual work plan of the three pillars of human resources. The main contents include: strategic human resources planning, talent recruitment and allocation, employee performance management, employee training and development, employee relationships and communication, employee welfare and care, human resources information system construction, regulatory compliance and risk management, and organizational culture construction.
Edited at 2025-03-08 11:54:56- Human Resources Three-Pillar Annual Work Plan
This is a mind map about the annual work plan of the three pillars of human resources. The main contents include: strategic human resources planning, talent recruitment and allocation, employee performance management, employee training and development, employee relationships and communication, employee welfare and care, human resources information system construction, regulatory compliance and risk management, and organizational culture construction.
- Diagnosis and treatment of acute cerebral hemorrhage in patients with hemodialysis
This is a mind map for the diagnosis and treatment of acute cerebral hemorrhage in patients with hemodialysis. The annual incidence of acute cerebral hemorrhage in patients with hemodialysis is (3.0~10.3)/1000, and the main cause is hypertension. Compared with non-dialysis patients, the most common bleeding site is the basal ganglia area, accounting for 50% to 80%; but the bleeding volume is large and the prognosis is poor, and the mortality rate is 27% to 83%. Especially for patients with hematoma >50ml, hematoma enlarged or ventricular hemorrhage on the second day after onset, the prognosis is very poor.
- Comprehensive literacy of information technology
The logic is clear and the content is rich, covering many aspects of the information technology field. Provides a clear framework and guidance for learning and improving information technology capabilities.
Human Resources Three-Pillar Annual Work Plan
- Human Resources Three-Pillar Annual Work Plan
This is a mind map about the annual work plan of the three pillars of human resources. The main contents include: strategic human resources planning, talent recruitment and allocation, employee performance management, employee training and development, employee relationships and communication, employee welfare and care, human resources information system construction, regulatory compliance and risk management, and organizational culture construction.
- Diagnosis and treatment of acute cerebral hemorrhage in patients with hemodialysis
This is a mind map for the diagnosis and treatment of acute cerebral hemorrhage in patients with hemodialysis. The annual incidence of acute cerebral hemorrhage in patients with hemodialysis is (3.0~10.3)/1000, and the main cause is hypertension. Compared with non-dialysis patients, the most common bleeding site is the basal ganglia area, accounting for 50% to 80%; but the bleeding volume is large and the prognosis is poor, and the mortality rate is 27% to 83%. Especially for patients with hematoma >50ml, hematoma enlarged or ventricular hemorrhage on the second day after onset, the prognosis is very poor.
- Comprehensive literacy of information technology
The logic is clear and the content is rich, covering many aspects of the information technology field. Provides a clear framework and guidance for learning and improving information technology capabilities.
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- Outline
Human Resources Three-Pillar Annual Work Plan
Strategic Human Resource Planning
Organizational structure optimization
Analyze the current organizational structure
Overlapping functions of the evaluation department
Identify process efficiency bottlenecks
Design a new organizational structure
Develop an organizational structure chart
Determine departmental responsibilities and boundaries
Talent echelon construction
Identify key positions
Make a list of key positions
Analyze the ability requirements of key positions
Cultivate succession plan
Design successor selection criteria
Implement successor training plan
Recruitment and allocation
Recruitment strategy formulation
Analyze the talent market trends
Investigate the supply and demand status of industry talents
Predict future changes in talent demand
Develop a recruitment channel plan
Determine internal and external recruitment channels
Evaluate the effectiveness of recruitment through various channels
Employee configuration optimization
Existing human resources inventory
Perform employee skills assessment
Analyze employee performance data
Optimize human resource allocation
Adjust employee positions and responsibilities
Implement cross-departmental talent flow plan
Employee performance management
Perfect performance management system
Develop performance management procedures
Design performance evaluation cycle
Determine performance appraisal indicators
Training performance management capabilities
Training management performance management
Provide guidance on performance goals for employees
Performance results application
Adjust the salary and benefits policy
Adjust the salary structure according to performance results
Design performance-related welfare incentive plans
Talent development and promotion
Develop performance-based talent development plans
Implement performance-oriented promotion mechanism
Employee training and development
Training Requirements Analysis
Collect employee training needs
Collect requirements through questionnaire
Understand employees' willingness to develop through interviews
Analyze training requirements data
Summary of demand data and classify it
Determine the training course priority
Training plan implementation
Design training course system
Develop professional skills improvement courses
Design Leadership Development Courses
Implement training plans
Arrange training time and location
Select the right training instructor and materials
Employee Relations and Communication
Employee Satisfaction Survey
Design Satisfaction Questionnaire
Determine the survey dimensions and problems
Choose the right way to investigate
Analyze the survey results
Aggregate data and identify problem points
Develop improvement measures
Internal communication mechanism optimization
Establish a multi-channel communication platform
Use tools such as enterprise WeChat and DingTalk
Organize employee meetings regularly
Improve management communication skills
Carry out communication skills training
Implement regular management and employee dialogues
Employee welfare and care
Welfare policy assessment and adjustment
Analyze the effects of existing welfare policies
Investigate employee satisfaction with benefits
Assessing welfare costs and benefits
Design a new welfare plan
Design benefits packages according to employee needs
Introduce flexible welfare system
Employee health and safety
Develop a health promotion plan
Conduct health knowledge lectures
Facilities such as a gym are provided
Strengthen workplace safety management
Regular safety training
Update safety facilities and emergency plans
Human Resources Information System Construction
System requirements analysis
Determine HRIS functional requirements
Collect HRIS usage requirements in various departments
Analyze the shortcomings of existing systems
Develop a system upgrade plan
Select the right system supplier
System implementation and maintenance
System testing and deployment
Carry out system function testing
Arrange the system online plan
Staff training and support
Provide systematic operation training for employees
Provide technical support for system use
Regulatory compliance and risk management
Law and regulations update tracking
Monitor changes in labor regulations
Regularly check relevant laws and regulations for updates
Analyze the impact of regulations changes on HR policy
Update HR policies and procedures
Adjusting labor contracts and employee manuals
Update recruitment, performance and other processes to comply with regulations
Risk Assessment and Response
Identify potential human resource risks
Conduct risk identification and assessment
Develop risk response strategies
Implement risk control measures
Establish a risk warning mechanism
Regular risk review and adjustment
Organizational culture construction
Core Value Promotion
Identify the core values of the organization
Determine the value content through research
Design value promotion materials
Carry out value training and activities
Organize value training courses
Hold value-related activities and competitions
Employee participation and recognition
Enhance employee participation
Encourage employees to participate in the decision-making process
Carry out employee suggestions solicitation activities
Improve employee identity
Strengthen recognition through commendation and reward
Establish a fair and transparent promotion mechanism