task description 1. Building a system from 0 to 1 2. Performance appraisal criteria 3. Business support to help the business team develop rapidly

task description Project 1: Conduct talent sorting according to the changes in organizational structure. Job responsibilities: Help each department to sort out the job positions, standardize the operation, and do a good job in personnel supplementation □ Performance: Analysis of the current situation of the company shows that the company's personnel structure is seriously aging, but the department still focuses on recruiting experienced employees. Later, after communicating with the department leaders, I adopted the strategy of interns and outsourcing positions. Later, I got good feedback from the department leaders, and it is currently being implemented. Project 2: Make courseware for internal open courses and coordinate with suppliers to conduct internal staff training. Responsibilities: Organize training without a training budget under the premise of cost reduction and efficiency improvement □ Performance: In 2022, the organization conducted 15 internal training sessions. These included developing and delivering course materials, leading presentations, and organizing departmental workshops. The courses covered six thinking hats, structured communication, and problem-solving tools. Additionally, through case studies generated by the department, work坊 debriefs were conducted to allow employees to analyze real cases firsthand. Project 3: Review of administrative management Job responsibilities: Reduce the number of employees who do not get permission to book hotels □ Performance: In June 2024, due to organizational changes, I took over the task of employee ticket booking and hotel coordination. Many issues were identified, including unauthorized bookings and non-compliance with requirements. Later, I promoted the WeChat booking group and compared it with the three online booking hotel suppliers currently in use, reducing the losses for employees.

task description 1. Conduct a review of the war zone managers and help them to allocate talents; 2. Change the company policy, timely notify the theater manager, and inform; 3. Conduct online store selection meetings. According to the results of the war zone, organize ABC three groups of war zones to conduct online store selection meetings for new and old stores; 4. Empower the theater manager to help the theater manager improve his/her soft skills, including but not limited to communication skills, problem solving skills, etc 5. Go offline to the store for care, so that every employee can feel warm;

task description 1. Formulate the work plan of talent management and talent echelon construction Develop the promotion route of blue-collar workers, set selection rules, performance evaluation and talent management 2. Based on the development of the business, analyze the matching between the organizational structure and the business development The number of blue-collar development planned in the original plan should be adjusted timely according to the business situation 3. Conduct talent inventory, empower talents according to the current business needs and job requirements, To plan the development path and implement the training program 4. Develop training courses to empower students who are on rotation and internship, so that they can adapt to the company's pace more quickly after becoming regular employees and create value for the company

task description I am very grateful to your company for letting me learn a lot of knowledge. Because the personnel structure is simple, all modules are involved. I am mainly responsible for recruitment and training, as well as staff Labor relations. 1. Analyzed job requirements, defined positions and staffing levels, and ensured that business department work was carried out and achieved according to the plan. Executed recruitment, selection, interview, salary negotiation and personnel entry work, and exceeded performance indicators 2. Collect annual training needs, formulate training plans and select partners; plan and manage internal public courses and manage internal trainers 3. Handle visas for overseas employees, including Schengen countries, Europe and America; Renewal of labor contract, information file organization and input of new employees, effective communication with employees in the renewal of contract, and understanding of the current working conditions; 4. Coordination of annual meeting and birthday party, strengthen communication with basic staff, and be able to give effective feedback to the department and general manager. 5. The staff congress acts as a secretary to communicate with employees, solve related problems, and select and distribute employee benefits Reason for leaving: Although I have outstanding work and the salary increase is very high every year, I choose to look for opportunities to get better development in terms of experience and salary because the salary structure cannot be changed One educational experience

industrial automation

English Learning