(This organization chart applies to the Human Resources Department of large enterprises, medium and small enterprises can use this as a blueprint for adjustments)
Job Series Description:
Division Supervisor Qualifications
Professionalism: have a relatively in-depth understanding of professional work, familiar with the practical aspects of the work and workflow, and know the relevant legal norms and policies, and have relatively good cooperation with external work units
Capability: strong practical organization, coordination and planning
Interest: strong interest in professional work
Psychological state: psychological maturity, stability, serious and practical attitude, and a sense of social responsibility and sense of responsibility for the work
Recruitment of Supervisor Position Description
Job Code: (omitted)
Job Title: Recruitment Supervisor Department: Human Resources Department
Level: (omitted) Salary Range: (omitted)
Job Description: On the basis of the understanding of the personnel needs of the company's various departments, and in accordance with human resources recruitment plans and job descriptions of the specific requirements of the job description, organizing the recruitment of personnel recruitment announcements, testing, interviewing and preliminary examination work.
Contact: Reporting object: Assistant Manager in charge of recruitment and training business
Supervision object: Recruitment Assistant
Cooperative object: the department in charge of each department and other departmental managers and supervisors
External contact object: external job search sites, talent exchange centers, recruitment agencies and university career guidance centers and all kinds of recruitment advertising media, etc.
The company has been in charge of the recruitment and training business for more than 20 years. etc.
Responsibilities:
1. Understanding personnel needs
(1) In accordance with the company's human resources plan, understand the personnel needs of managers and supervisors of various departments
(2) summary of personnel needs and put forward the views of the external recruitment
(3) summary of the needs and recommendations to the assistant manager in charge of the report
2. Recruitment plan
(1) to determine the recruitment time and the final onboarding time
(2) to determine the appropriate recruitment media and recruitment channels
(3) to develop the preliminary examination, interviews, and content
(4) to develop the recruitment schedule:
A release of recruitment announcements; B acceptance of applications; C review of CV; D notification of the preliminary examination; E arrangement preliminary examination;
F notification of interviews; G organization of interviews; H analysis and review of interview results; J confirmation of the list of entry-level personnel; H notification of onboarding; I confirmation of the onboarding of personnel and time
(5) reported to the recruitment plan
3, the development of the recruitment budget plan
(1) according to the recruitment plan for the development of the recruitment budget
(2) to the competent manager of the Assistant Manager Report the budget plan
4, plan confirmation, timely declaration of recruitment plan to the company's location personnel administration department
5, the organization of recruitment of the preliminary examination and interview work
(1) with the relevant departments to determine the content of the preliminary examination, and *** with the organization of the preliminary examination test
(2) summary analysis of the results of the preliminary examination, and with the relevant departments to confirm the participation of the interview List
(3) Report the results of the preliminary examination and analysis and recommendations to the assistant manager in charge
(4) After the formal confirmation of the interview list, release the interview notification
(5) Preparation for interviews, and cooperate with the interview panel to carry out interviews
(6) Cooperate with the interview panel to collate and analyze the results of the interviews
6, After the confirmation of the list of entry, release the interview notice
6, After the confirmation of the list of entry, release the interview result. After the confirmation of the onboarding list, release the onboarding notice
7, timely tracking of notified personnel, to confirm the final arrival and time, and notify the functional departments and training supervisors
8, to participate in the development of the company's human resources plan, and make recommendations
9, to search for external information
(1) with job boards, talent exchange centers, headhunters to establish Good cooperation and development of relations, mutual **** enjoy information
(2) Understanding of external recruitment media, and assess its effectiveness
Working standards: labor law, relevant local personnel and employment regulations, staff manuals, recruitment management work
Training Supervisor Job Description
Job Code: (omitted)
Position Name: Training Supervisor Department: Human Resources Department
Level: (略)Salary Range: (略)
Position Description: Based on the understanding of the company's internal training needs, formulate the company's training plan and career development plan based on the company's strategic development plan, and organize and develop the training courses according to the plan in order to achieve the company's objectives and the staff's expectations.
Work contact: reporting to: assistant manager in charge of recruitment and training business
Supervision: training assistant
Cooperation: the department's various sub-directors, other department managers and supervisors and authorized lecturers
External contact: external training institutions, consulting firms, university training centers, external training colleges and MBA and other professional degree Teaching points
Job responsibilities:
1, understanding the company's training needs
(1) survey and understanding of the company's departments and staff training needs
(2) with the deployment of the director **** with the development of staff career development programs
(3) in accordance with the company's strategic development plan to understand the company's shortcomings, and training needs research
(4) summarize the needs, make recommendations, and report to the assistant manager in charge
2, the development of the company's training program
(1) in accordance with the company's strategic development plan and annual work plan, as well as internal training needs, the development of an annual training plan
(2) in accordance with the company's semiannual work plan and the training needs of the company's semi-annual training program adjusted to develop a half-year training plan
(3) in accordance with the company's strategic development plan and annual work plan, and internal training needs. (3) according to the semi-annual training plan and the company's monthly work plan to develop a monthly training plan
(4) will be a variety of training plans, respectively, in a timely manner to the assistant manager in charge of the report for review
3, the development of company-specific training programs
(1) in accordance with the company's strategic development plan and the need to adjust the business to develop various types of special training programs
For example, team building, Project management, professional identity and TPP and other special training programs
(2) Group companies within and outside the two-way communication plan
(3) Timely reporting to the assistant manager in charge of approval, and reported to the group department for the record
4, the development of the training budget
(1) according to the organization of a variety of training programs need to develop a reasonable training budget plan, and to allow for 8%~15% mobile surplus
(2) Report the budget plan
5, the implementation of the company's various training programs
(1) contact and confirm the training faculty, venues and time in advance
(2) with the training instructor *** with the preparation of the class
(3) publish training notices
(4) to arrange for the training of the required vehicles, Accommodation and food
(5) Setting up the training venue and preparing the training equipment
(6) Recording training attendance
(7) Making training records
(8) Conducting on-site training evaluation
(9) Tracking the training assignments
(10) Posting the individual training scores
(11) Analyzing training evaluation questionnaires
(12) Analyzing the training evaluation questionnaires
(13) Preparing for training with the training instructor
(12) Prepare a summary of the training, and reported
6, the organization of external training
(1) summary of training needs, proposed to participate in external training program topics, and reported
(2) contact and contact the external training institutions, training costs
(3) to the manager or supervisor of the department of the external trainer training advice
(4) notify the relevant external training personnel to arrange for the work during the training period
(5) to participate in external training of the internal approval process, sign the training contract, and receive the appropriate money and checks
(6) tracking the training summary, published for the record
(7) tracking the invoices of participation in external training, reported to the Ministry of Finance to write off the account
7, training work summary
(1) Prepare special training summaries, weekly training summary
(2) monthly training summary, submit the monthly report
(3) half-year training summary, submit the work of the six-month summary
(4) annual training summary, submit the work of the annual summary
8, contact with external training institutions
(1) and external training institutions to establish a good working relationship, mutual *** enjoy information
(2) Regular understanding of the main training institutions and consultants of the public *** training courses
(3) audit of external training institutions of the professional training qualifications
(4) assessment of the main external training institutions of the training capacity and effectiveness
9, participate in the company's The development of human resources plan and make recommendations
10, training equipment storage and use of arrangements
Work norms: training work management norms, social training institutions to run the approval of regulations
Information Supervisor Job Description
Job Code: (略)
Position Name: Information Supervisor Department: Human Resources
Level: (略) Salary range: (略)
Position Description: Collect and organize information related to personnel work, build and maintain the enterprise's human resources information base, and make dynamic analysis of the enterprise's personnel needs and talent structure adjustment, and at the same time, provide the necessary information support to other personnel work.
Contact: Reporting object: Assistant Manager in charge of policy analysis and information business
Supervisory object: Information Assistant
Cooperation object: the department in charge of each sub-director, the administrative department of the head of the information
External contact object: and the other departments of the head of the information as well as the external information department of the Center for the Exchange of Talents
Job Responsibilities:
1, the establishment and design of department-specific human resources information systems, maintenance of department-specific website or the company's internal home page
2, the construction of the company's human resources information base
(1) to the department in charge of the department's various sub-directors of a variety of human resources management information
(2) to establish a classified human resources information to meet the needs of the work of classified information (such as professionalism, competence, qualifications and (such as professionalism, competence, qualification and performance)
(3) Organize resumes and related information of previous applicants
(4) Establish a resource bank of application information by profession and qualification
3. Maintenance and Management of Human Resource Information
(1) Collect a variety of personnel information from the department and other departments in a timely and continuous manner
(2) Enter and update the information of the human resource information bank in a timely manner
(3) Maintain and manage the human resource information database
(3) collate and analyze the information in the database
4, special information synthesis and analysis
(1) according to the company's strategic development plans and business adjustments need to be extracted from the database to synthesize the corresponding information
(2) according to the professional, job, qualifications, functions, and other assessment requirements of the structural analysis and dynamic comprehensive Processing
(3) According to the problems and deficiencies extracted from the analysis, put forward reasonable suggestions
(4) Report the results of the information synthesis and processing and recommendations to the assistant manager of policy analysis
5, to provide work information support
(1) Provide relevant information to the departments in accordance with the department's actual work needs in a timely manner to provide information resources to support
(2) According to the work plan and business adjustment needs to extract corresponding information from the information database to synthesize and dynamically synthesize the information.
(2) according to the needs of the work to other departments to provide the necessary work information support
6, presided over the company's internal human resources research on special topics
(1) according to the development of human resources business and changes in the development of the department's special research project plan
(2) according to the other director of the business needs of the confirmation of the corresponding subject of the research plan
(3) Summarize the research plan of special topics, formulate the research budget plan, and submit it to the assistant manager in charge
(4) After the confirmation of the research plan of the topics, organize the staff of each division to carry out the special research
(5) Invite the members of the expert group to regularly evaluate and review the research results
Working norms: Code of management of information within the company, the management of the company's internal home page, the company Electronic Information Communication Management Code, Personnel Information Work Management Code
Performance Supervisor Job Description
Job Code: (omitted)
Job Title: Performance Supervisor Affiliation: Human Resources Department
Level: (omitted) Salary Range: (omitted)
Job Description: In accordance with the standards of position, job title, and function, the job description is to assess the performance, performance, and performance of the company's staff (including department managers and below). Including department managers and below) performance, attitude, ability and other elements of the assessment, and put forward training, deployment, salary increase, awards, education and disciplinary recommendations.
Work contact: Reporting object: assistant manager in charge of performance and payroll business
Supervision object: performance assistant
Cooperation object: the department in charge of each supervisor, other departmental managers and information management supervisor
Job responsibilities:
1. Build the company's internal performance management index system
(1) In accordance with the strategic development goals and plans of the company, in the department in charge of the company, the performance index system will be set up in accordance with the company's strategic development goals and plans. According to the company's strategic development goals and plans, under the guidance of the assistant manager in charge, and other department managers or supervisors *** with the confirmation of the weight of the assessment elements, and cooperate to develop the performance appraisal index system of each department.
(2) according to the assessment elements and index system, the preparation of the departmental staff performance appraisal form (generally divided into daily, annual assessment form, self-examination form and deployment, promotion assessment form, etc.)
(3) in accordance with the system of assessment indexes and job classification, the staff assessment is divided into three categories: general staff appraisal form, supervisory staff appraisal form, the appraisal of the manager of the department above the form
(4) submitted to the assistant manager in charge, and the other departmental manager or supervisor *** with the confirmation of weights, cooperation to formulate the performance assessment of various departments. (4) Reporting to the assistant manager in charge
2. Examining and summarizing daily performance appraisal information
(1) Regularly obtaining information on staff's attendance records from the information supervisors of each department
(2) Regularly obtaining quantitative appraisal information on the staff's work performance and progress from the department managers or supervisors
(3) Regularly obtaining work performance evaluation and appraisal information on the relevant department managers from the vice president in charge
(4) Regularly obtaining work performance evaluation and appraisal information on the relevant department managers from the vice president in charge
3. Summarize and verify various special performance assessment information
(1) According to the progress of each project, obtain the performance assessment information of the staff within the project in a timely and continuous manner from the project manager
(2) Conduct special surveys to evaluate the performance of the staff. p>(2) Conduct special surveys to understand the work attitude and emotional state of internal staff and record the survey information
(3) Summarize the results of performance appraisal within the project and make a simple analysis of the project's operation
(4) Submit the above information and analysis report to the assistant manager in charge of the project
4. Promotion appraisal review
(1) Based on the examination of the Human Resources Department and the department in charge, confirm the appraisal of the staff who have been promoted
(2) Make sure that the staff who have been promoted have the best performance appraisal results. and the competent department's examination, confirm the list of appraisees
(2) Summarize the results of their performance appraisals in previous years, conduct the evaluation of qualifications, eligibility and performance, and submit them to the Qualification and Promotion Committee
(3) The supervisor of the appraisee evaluates the appraisee's judgment, planning, leadership and eclecticism, and fills in the promotion performance form
(4) Conduct the appraisee's Thematic dialogue, and their self-assessment
(5) Select the current members of the more senior positions as a reference standard for evaluation, comparison and evaluation of relevant indicators,
(6) Prepare a report on the assessment, reported to the assistant manager in charge of the
5, comprehensive performance review
(1) organization and guidance to the departments to carry out the departmental annual comprehensive review, and issue the Annual comprehensive performance appraisal form
(2) Organize the departmental managers of the departmental assessment of the second review and adjustment
(3) assist the review committee on the company's performance of the departmental comprehensive review of the results of the re-examination and evaluation
(4) publish the review committee's final annual performance review results
(5) collect and collate feedback from the company on the annual performance (5) collect and organize feedback on the results of the annual performance review and summarize
6, with the payroll director to participate in the development and modification of overtime payroll and bonus incentive system specifications
7, to assist the deployment of the director of the *** with the understanding of the company's staff to adapt to the situation of the person and post
Work norms: the company's personnel appraisal procedures, the company's personnel performance appraisal norms
Social Welfare Supervisor Job Description
Job Code: (omitted)
Job Title: Social Welfare Supervisor Department: Human Resources Department
Level: (omitted) Salary Range: (omitted)
Job Description: According to the company's strategic development plan and the company's actual situation, to envision and formulate the company's staff welfare planning, and social security departments to establish a good relationship, for all kinds of welfare insurance necessary for the company's staff. all kinds of welfare insurance necessary for company staff.
Contacts: Reporting to: Assistant Manager in charge of performance and payroll business
Supervision to: Social Welfare Assistant
Cooperation to: Heads of departments in charge of this department and heads of other departments
External contacts: local labor, social security administration departments, local social security management centers, housing provident fund centers, talent exchange centers, etc.
Position Description: To envision and develop employee welfare planning in accordance with the company's strategic plan. Center, etc.
Job responsibilities:
1. Envisioning and formulating internal staff welfare and insurance planning and annual plan
(1) Envisioning the welfare and insurance items that the company's staffs can enjoy and must have according to the company's staff welfare security system and the requirements of the local government's social welfare and insurance regulations and policies and formulating the welfare planning
(2) Making a presentation on welfare and benefits to the staffs within the company. (2) for the company's internal staff to make a survey on welfare treatment, the feedback will be synthesized, to be considered reasonably, and appropriate adjustments to the welfare plan
(3) according to the envisaged welfare plan, combined with the company's realities, respectively, to formulate the policy necessary welfare program plan, staff incentive welfare plan and staff security welfare plan
4, the development of the company's welfare and insurance cost budget plans
(1) According to the envisaged various types of welfare insurance plan and the company's total staff salary, the preparation of the annual welfare insurance cost budget plan
(2) Various types of welfare insurance plan and the annual welfare insurance budget plan reported to the assistant manager in charge of the
5, for the policy of welfare insurance (Beijing)
(1) With the company's certificate in the social insurance management center for the special account of the social insurance fund
(2) With the company's certificate in the social insurance management center for the special account of the social insurance fund
3 Management Center for social insurance fund account
(2) according to the number of regular employees of the company to the Social Insurance Center for unemployment insurance, pension insurance and basic medical insurance, as well as major medical insurance
(3) according to the number of regular employees of the company in the Provident Fund Management Center to open a personal provident fund account
(4) the above can be entrusted to the Talent Exchange Center or the agency to handle Center or agency to handle on behalf of the company
6, regular notification of the company's staff of personal insurance
7, guidance to the company's staff to handle various types of insurance transfer and provident fund use of work
8, the specific arrangements for the implementation of the company's incentives for the welfare and protection of the welfare program
such as: the company's staff fitness program, reimbursement of transportation costs, reimbursement of telephone charges etc.
Work norms: labor law, unemployment insurance regulations, social insurance premium collection regulations and Beijing medical insurance collection regulations, the company's staff welfare insurance norms and the company's welfare work management norms
Payroll Supervisor Job Description
Job Code: (略)
Position Name: Payroll Supervisor Affiliation: Human Resources Department
Grade: (略)
Salary：（略）
Position Title: Payroll Supervisor >Grade: (略) Salary range: (略)
Job description：According to the company's strategic development plan and the actual situation of the company, design a strong incentive nature of the staff payroll system, and the preparation of the company's staff payroll plan, according to the payroll cycle in advance to the Ministry of Finance payroll plan, the issuance and management of the company's staff payroll.
Work contact: Reporting object: Assistant Manager in charge of performance and payroll business
Supervision object: payroll assistant
Cooperative object: the department in charge of each sub-division of the supervisor and the financial department staff
External contact object: the local tax department, the counterpart of the bank, etc.
Work responsibilities:
1, payroll survey
(1) Understand the payroll system of the company, and prepare the payroll plan in advance of the payroll cycle to the finance department to issue and manage the company's staff payroll.
(1) to understand the company's staff satisfaction with the current salary situation
(2) analyze the salary survey, and make relevant analysis
(3) based on the analysis of reasonable recommendations, and reported to the assistant manager in charge
2, participate in the development and modification of the company's staff salary structure, grade adjustment planning and programs
3, the development of the annual salary plan, accounting for the total amount of the salary budget, and accounting for the total amount of the salary budget, and the annual salary plan, the total amount of the salary budget, and accounting for the total amount of the salary budget, and accounting for the total amount of the salary budget. Calculate the total salary budget, and report to the assistant manager in charge
4, payroll staff
(1) understand the payroll cycle staff performance appraisal, accounting for bonuses and overtime
(2) accounting and deduction of the amount of personal income tax
(3) according to the payroll cycle and the performance appraisal and the amount of tax, and timely arrangement of the monthly payroll plan
(4) on the payroll cycle, the performance appraisal and tax, and the amount of tax, and the amount of tax, and the amount of tax, and the amount of tax.
(4) Report to the assistant manager in charge for review and approval
(5) Report to the Finance Department for accounting
5. Drafting, formulating and revising overtime payroll system
(1) Investigate the situation of overtime work in cooperation with the director of performance management
(2) Draft overtime payroll system specifications or propose revisions in cooperation with the director of performance management and other department managers and supervisors*** with the participation of the assistant manager in charge. Salary payment system specifications or put forward proposals for modification
(3) reported to the assistant manager
6, drafting the development and modification of the bonus incentive system
(1) with the performance director *** with the study of a variety of bonus incentive system
(2) *** with the investigation of the existing incentive bonus incentives
(3) in the assistant manager in charge of the involvement of Under the participation of the assistant manager in charge, together with the department managers or supervisors to draft the bonus payment system or put forward proposals for modification
(4) Collate the views, reported to the assistant manager in charge
7, to assist the head of the social welfare accounting annual welfare insurance budget
8, will be the various types of information in a timely manner to the head of the information
Working norms: labor law, personal income tax regulations, the company's staff performance appraisal management norms, the company overtime work. Performance appraisal management norms, the company's overtime payroll system norms, the company's bonus incentive system norms, the company's payroll work management norms
Deployment Supervisor Job Description
Job Code: (omitted)
Job Name: Deployment Supervisor Department: Human Resources Department
Level: (omitted) Salary Range: (omitted)
Position Description：According to the company's strategic development plan and the actual needs of the company's business, on the basis of performance appraisal and professional review, propose to the human resources manager for internal personnel redeployment and concrete implementation and arrangement of the company's confirmed staff redeployment plan, and at the same time, take part in the development of the company's human resources plan and the company's staff career development plan.
Work contact: Reporting object: Human Resources Manager
Supervision object: deployment assistant
Cooperative object: the department in charge of each department and other departments of the staff exchange center
External contact object: the local human resources administrative departments and talent centers
Job duties:
1, to participate in the development of the company's human resources program. Development
2, with the performance director *** with the understanding of the company's staff on the integration of the current job position
3, on the company's staff deployment plan to put forward reasonable proposals
(1) analysis of the company's staff and the adaptation of the current job position
(2) with the training director *** with the development of career development program development work
(3) (3) Consolidate the above information, based on the analysis of the reasonable modification of the redeployment plan proposal
4, accept the staff redeployment application
(1) accept the staff to take the initiative to redeploy the application, verification, recommendations and reported to the Manager of Human Resources
(2) in accordance with the company's confirmation of the application for modification of the redeployment plan, and the development of special redeployment program
5, Implementation of the redeployment plan
(1) According to the redeployment plan, the development of specific redeployment programs
(2) Prepare a redeployment application report and submit it to the human resources manager for approval and endorsement
(3) After approval of the report, the report will be sent to the redeployments in a timely manner to the head of the department (or manager) and redeployment of the recipient of the supervisor (or manager) to review
(4) Approved (4) approval, sent to the deputy general manager in charge of business for approval, and attached to the deployment of the application report
(5) redeployment program approval, notify the redeployment of personnel, and thematic conversations
(6) notify the redeployment of the acceptance of the party's supervisors, ready to accept the redeployment of the preparations
(7) preparation of redeployment of the summary report
6, after the redeployment of the redeployment of the work of the situation of tracking the deployment of work on a regular basis, to understand the actual performance of the redeployment The actual performance of the work of the person
7, do a good job across the geographical redeployment of personnel domicile and temporary personnel relations
Work norms: the company's redeployment of the work of the management norms, personnel mobilization regulations and policies around the world
.....
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