1, responsible for the Department of administration and daily affairs, to assist the general manager to improve the overall coordination between departments, the implementation of the company's rules and regulations, communication between internal and external links, to ensure that the top and bottom of the report, is responsible for the meeting of the documents decided to remind the matter, check and implement, is responsible for the whole company's organizational system and job duties seminars and revisions. 2, human resources management and development (1), the design of the organizational structure, job description, manpower planning and preparation, attendance management work. (2), the use of recruitment: to provide job analysis of relevant information, so that the departmental human resources plan and the organization's strategic coordination, the applicant interviews for the final hiring and assignment decisions, promotion, transfer, rewards, punishments and dismissal decisions, job analysis and job analysis of the preparation of the human resources plan, through which to make the enterprise within the "people matter" that is, the use of scientific methods, the preparation of manpower planning, attendance management. "that is, the use of scientific methods, in accordance with the requirements of the job, the staff will be arranged to the appropriate position to achieve a reasonable allocation of human resources. (3), work compensation: Develop a reasonable compensation and welfare system, labor pay, merit and reward, through compensation, insurance and welfare and other means of recognition and protection of the results of the work of employees. Secondly, to promote staff morale and productivity of various incentive strategies is also an effective reward for employee performance. (4), training and development: Now the market should undoubtedly be the competition of product quality, in the final analysis is the competition of talent, is the competition of the overall quality of an enterprise. The quality of a product is good or bad, but also an enterprise of all job skills are centrally embodied, so it should be full training as the foundation of the enterprise, the pursuit of excellence in all staff, people-oriented management. Provide training and development needs and to be trained list, the development and implementation of training and development programs: mainly refers to vocational skills training and industrial quality training, consulting for staff development, standardization of on-the-job training and development of guidance through training and development to "improve staff capacity" and "play the ability of the employee Through training and development to "improve staff capacity" and "give full play to staff capacity" so as to improve the staff's behavior and achieve the desired standard. (5), personnel appraisal: mainly responsible for work assessment, satisfaction survey, research work performance appraisal system and intention evaluation system, the development of disciplinary rewards and punishment system, to the job duties to develop performance appraisal standards, through these activities can be a fair decision on the status and treatment of employees, can promote human resources development and rational use, and to improve and maintain the high efficiency of the enterprise's operations. 3、Responsible for the revision of the company's rules and regulations, the development and inspection and supervision. The use of rigid and flexible management mode, the development of a set of management system in line with the enterprise itself, the use of Lee and organizational systems, forcing command, control, order, hard management to achieve the purpose. 4, responsible for the general management Without the protection of logistics, can not guarantee the production of stable and normal. First of all, we must develop relevant systems to strengthen the dormitories, canteens, water and electricity, office supplies, sporadic repairs, some of the fixed assets, health, environment, vehicle management. 5, safety and security to strengthen the personnel in and out, official visitors, vehicles and goods in and out of the management of fire safety, anti-theft and disaster prevention, occupational safety and security, and at the same time, security education for employees, the implementation of the "safety first" "prevention first" guiding ideology, to create a peaceful and peaceful work, work, work, work, work, work, work, work, work, work, work, work. A peaceful and tranquil working and living environment, to ensure the safety of life and property of the company's employees. 6, emphasize the spirit of enterprise, the creation of the company's corporate culture Corporate culture not only reflects the production and management activities of the strategic objectives of the enterprise, the group consciousness values and moral norms, but also to condense the sense of belonging of the enterprise staff, enthusiasm and creativity, to guide the enterprise staff for the development of the enterprise and the community to work hard, at the same time, the corporate culture also has two kinds of binding force, a kind of hard binding force, the system, a kind of soft binding force, intangible, that is, the active binding force, is a kind of binding force, the active, the active, the active. Binding, intangible, is to active enterprise cultural life, good living environment and amateur cultural life. 7, shaping the corporate image (1), the image of the spirit of the enterprise, it has a strong cohesion for employees, inspiration, guidance and binding force, can increase the staff's trust in the enterprise, sense of pride and sense of honor. (2), the image of the corporate environment because the creation of a good corporate environment, is the premise and basis for the smooth progress of production and business activities, and a full understanding of the characteristics of the corporate environment is the basis for creating a good corporate environment. (3), the image of the enterprise staff to develop a "Code of Conduct for Daily Conduct of Employees", because good staff quality and image, is an important component of the corporate image, but also the specific implementation of corporate culture. Employees good instrumentation attire, speech and demeanor, work ability, scientific and cultural level, spiritual outlook, work efficiency, etc. will be ...... >>
What does the HR department mainly do?
Hello, we are peers, the main work of the Ministry of Personnel is the registration of personnel entry, transfer, promotion of paperwork, leaving the registration, recruitment, training, performance appraisal, guest reception, arrangements for meetings and so on, are some trivial things work just I think things are too trivial, busy a bit of a headache, a long time to summarize the chaos in the quiet, quiet mind, will be the arrangement of things out of the primary and secondary, do it! Much better, need to pay attention to is to be careful, do things step by step on it. Believe yourself, only if you are diligent enough, careful enough, will certainly do a good job.
Personnel Department to do
First, the staff recruitment
1, the development of recruitment advertising.
2, reported to the Personnel Bureau for approval and published recruitment ads to determine the recruitment time.
3, participate in the formal recruitment work, and determine the interviews.
4, to sign a probationary agreement on the hiring of personnel.
5, to the departments to understand and assess the probationary period employees work.
6, the probationary period of employees signed a formal labor contract.
Second, staff training
1, the development of training programs.
2, to establish the training content.
3, the arrangement of training personnel.
4, to participate in the training of staff assessment and evaluation.
Third, the staff assigned
1, after training qualified personnel assigned to the various departments.
2, responsible for the transfer of personnel between departments within the company.
3, the staff promotion, promotion and mobilization of the assessment.
4, for staff resignation, dismissal, transfer from the company's procedures.
Fourth, wages and benefits
1, is responsible for the departments reported monthly attendance records are summarized, as the basis for settlement of wages.
2, for the labor contract employees for the payment of pension insurance, medical insurance, housing fund and other procedures.
3, the preparation of monthly staff payroll to the financial payroll.
4, the measurement of bonus payments.
V. Implementation of the company's system
1, the company's attendance system and the revision of the assessment standards for employees in various departments.
2, the departments of excellent staff, the progress of staff assessment, evaluation.
3, the approval of all kinds of employee leave, such as: marriage leave, maternity leave, family leave, etc..
Six, personnel files
1, the establishment of human resources database.
2, the establishment of employee personal files.
3, the employee probationary agreement, labor contracts, unified number record filing.
4, monthly payroll, pension insurance documents, housing fund statements, medical insurance and other documents filed.
Personnel Manager What is the main job?
Professional positions, under the leadership and supervision of superiors to regularly complete the quantitative work requirements, and can independently handle and solve the tasks responsible for; the implementation of the company's various rules and regulations; the implementation of human resources management practices and the implementation of various rules and regulations, in conjunction with the work of other business sectors; management of labor contracts, for employment, retirement procedures; the implementation of the recruitment workflow Coordinate and handle employee recruitment, onboarding, separation, transfer and promotion procedures; responsible for the management of human resources related documents and files. Qualifications 1, college degree or above in human resources or related majors; 2, familiar with the operational process of human resources management practices, familiar with the national labor and personnel regulations and policies, and be able to practically apply; 3, have a good work ethic, down-to-earth and stable, careful work, strong sense of responsibility, strong communication and coordination skills, teamwork spirit; 4, proficient in the use of relevant office software
< p> What does the company's personnel department generally do, the more detailed the better!Personnel, administration is synonymous with the profession, personnel mainly includes human resources (human resources planning, recruitment and configuration, training and development, compensation and benefits management, performance management, labor relations management) and *** department of the corresponding affairs; administration mainly includes logistical work (canteen, dormitory, cleaning, fire, security, etc.) and the corresponding *** departmental affairs. The main tasks are: First, responsible for the Department of administration and daily affairs, assist the general manager to improve the overall coordination between departments, the implementation of the company's rules and regulations, to strengthen the supervision and inspection of the work, communication between internal and external links, to ensure that the top and bottom of the information reported, responsible for the meeting of the documents decided to urge the matter to be carried out, check and implement, strengthen the external liaison, to expand the PR business, responsible for the whole company's organizational system and job responsibilities discussion and revision, and responsible for the company's organization system. Responsible for the company-wide organization system and job duties seminars and revisions, responsible for the management of the company's vehicles. Second, human resources management and development 1, the design of the organizational structure, job description, manpower planning and preparation, attendance management work. 2, the use of recruitment: to provide job analysis of the relevant information, so that the departmental human resources plan in harmony with the organization's strategy, interviews with applicants for the final hiring and assignment decisions, promotion, transfer, rewards and punishments and dismissal of the decision, job analysis and job analysis of the preparation of the Formulation of human resources plan, through which the enterprise internal "people, things appropriate" that is, the use of scientific methods, in accordance with the requirements of the job, the staff will be arranged to the appropriate positions to achieve a reasonable allocation of human resources. 3, work compensation: the development of a reasonable compensation and welfare system, pay according to the work of the merit of the reward, through the compensation, insurance and welfare of the employee's work results. The work results of the employees are recognized and guaranteed by means of compensation, insurance and welfare. Secondly, to promote staff morale and productivity of a variety of incentive strategies is also an effective reward for employee performance. 4, training and development: the market should undoubtedly be the competition for product quality, in the end, the competition for talent, is the competition for the overall quality of an enterprise. A product quality is good or bad, but also an enterprise of all job skills are centrally embodied, so the whole staff should be trained as the foundation of the enterprise, the pursuit of excellence, people-oriented management style. Provide training and development needs and to be trained list, the development and implementation of training and development programs: mainly refers to vocational skills training and vocational quality training, consulting for staff development, standardization of on-the-job training and development of guidance through training and development to "improve staff capacity" and "play the ability of the employee "5, personnel appraisal: mainly responsible for work assessment, satisfaction survey, research work performance appraisal system and satisfaction evaluation system, the development of disciplinary rewards and penalties system, to work out the performance appraisal standard by work duties, through these activities can be fair to determine the status and treatment of employees, can promote human resources development and rational use, and to improve and maintain and rational utilization, and to improve and maintain the high efficiency of business operations. Third, the company is responsible for the revision of rules and regulations, the development and inspection and supervision. The use of rigid and flexible management mode, the development of a set of management system in line with the enterprise itself, the use of rights and organizational systems, forcibly command, control, order, hard management to achieve the purpose. Fourth, responsible for the general management without the protection of logistics, can not guarantee the production of stable and normal. First of all, we must develop relevant systems;, strengthen the dormitories, canteens, water and electricity, office supplies, sporadic repairs, some fixed assets, health, environmental management. Fifth, safety and security to strengthen the entry and exit of personnel, official visitors, vehicles and goods in and out of the management of fire safety, anti-theft and disaster prevention, occupational safety and security, and at the same time, security education for employees, the implementation of the "safety first" "prevention first" guiding ideology, to create a peaceful and tranquil work, work, work, work, work, work, work, work, work. A peaceful and tranquil working and living environment, to ensure the safety of life and property of the company's employees. Sixth, emphasize the spirit of enterprise, the creation of the company's corporate culture corporate culture can not only reflect the production and management activities of the strategic objectives of the enterprise, the group consciousness of values and moral norms, but also to condense the sense of belonging of the enterprise staff, enthusiasm and creativity, to guide the enterprise staff for the development of the enterprise and the community to work hard, at the same time, the corporate culture also has two kinds of binding force, a kind of hard binding force, the system, a kind of soft binding force, intangible, that is, the active binding force, is the company staff, and the company staff. Binding, intangible, is to active enterprise cultural life, good living environment and amateur cultural life. Seven, shaping the corporate image 1, the image of the spirit of the enterprise, it has a strong cohesion for the staff, inspiration, guidance and binding force, can increase the staff's sense of trust, pride and honor of the enterprise. 2, the image of the corporate environment because the creation of a good corporate environment is the prerequisite for the smooth progress of the enterprise's production and management activities and the basis for a full understanding of the characteristics of the corporate environment is to create a good foundation for the corporate environment. ...... >>
Personnel Commissioner is mainly to do what?
Well, it depends on which one. Personnel total **** big points are six blocks, there are attendance, employee relations, information ah, payroll and so on.
You used to do all the personnel need to understand and be able to serve in these six major sections, but in fact it is not possible for a person to do all of this. Unless it is a small company, the whole company only need a personnel specialist is almost, and, will be taught, handover. Social security words and social security bureau to deal with more, that is to say, with the staff after the official contract, in accordance with the labor law need to give employees social insurance, pension and career, etc., depending on the type of work and the employee's household depending on the fact that it is very simple. There has been a system of a process in, you follow the good, and then there are questions about it can be consulted. As for employee information, you get should be a paper file, the company is required to electronic archiving, you should be required to enter the electronic file, and then, then save the paper file, the relevant information are to be retained, depending on the company's regulations on how long to store. Resignation of employees, the Social Security Administration has rules, not every day for you to do, so ask the old staff, or the Social Security Administration side of the people can be. Everything will not be difficult to do, you can step by step, so you will break one by one, I believe you will do a good job. In addition, if you want to know in detail the function of several sections of the personnel, you can search the Internet Oh.
Human resources work is to do what?
Just started to do human resources, usually do some operational work, and many companies will only be human resources and administrative intelligence combined together.
The general human resources commissioner or personnel assistant's work roughly includes: the production of employee files, for employees to leave the formalities, monthly to the Social Security Administration to update the social security information, online search resumes, call about interviews, record employee attendance, record of awards and penalties, to deal with employee complaints (simple to deal with), to assist the superiors to deal with the day-to-day work (printing information, distribution of information, document proofreading, and so on), to convene the The company's business is a very important part of the company's success.
To put it bluntly, at the beginning of going to be the miscellaneous, learning the basic work. After a year or two, according to the achievements of each person in different fields, you can develop to each module, or comprehensive development of each module.
What does the HR department do? What does it do? What do you need to know to work there?
From our company's point of view, personnel, as the name suggests, is responsible for personnel a piece of business, personnel recruitment is only one of the duties, there is personnel training, staff attendance, staff salary and bonus calculations, and a variety of matters related to certain authorities, such as archives department, labor department, provident fund management department, which are related to the interests of the staff have a relationship, such as the public princely sum, pension, medical insurance, and so on. medical insurance, etc. Of course, it is not possible for an employee to do a lot of things, there is a division of labor within the department, for example, responsible for staff recruitment and training will not go to do staff attendance.
Administrative personnel mainly do what? (Distinguish between administration and personnel)
Administrative duties: 1. daily office management (1) a variety of daily office business planning, organization, coordination and control
(2) the organization of the meeting, coordination, meeting the content of the records and conveyance of the establishment of office automation systems have to give the duty to assist
2. office supplies and equipment management (1) is responsible for the development of office supplies and equipment purchasing, procurement and marketing. (1) the development of office supplies and equipment procurement, storage, issuance and use of the system
(2) responsible for office supplies and equipment procurement
(3) the storage, issuance and use of office supplies
(4) the daily maintenance of office equipment and maintenance of malfunctions computer and network equipment failures are generally repaired by professionals
3. paperwork management (1) the management of seal and correspondence and paperwork management
3. (1) the management of the seal and paperwork, the drafting of official documents, receipt, communication and processing
(2) enterprise files, books and periodicals, filing, storage, borrowing
(3) to do a good job in the confidentiality of the paperwork and information as well as internal information
4. Vehicle management (1) the scheduling and management of the office vehicle
(2) to arrange for the annual inspection of the vehicle, regular maintenance, daily repair and other work
4. Maintenance and other work
(3) safe driving education, attendance and other daily management of drivers
5. Personnel daily affairs management (1) employee attendance, attendance statistics, reports, analysis and other personnel management work
(2) the management of employee life and welfare, safety and health care, sanitation, etc.
(3) organization of staff to carry out all forms of Activities
6. Logistics support services management (1) corporate environmental greening, sanitation, and plant and dormitory property, employee safety management
(2) the daily management of the enterprise's staff cafeteria, dormitory
(3) to maintain the normal operation of the enterprise's water, electricity, and other power systems and related facilities maintenance
(4) the enterprise's day-to-day safety and security and fire control
7. Foreign-related affairs management
7.
7. Foreign affairs management (1) the reception of guests management, including reception, guest registration and welcome
(2) the enterprise's external publicity, public relations contacts
(3) lead the organization of the Crisis Management Committee, the development of the crisis management plan
8. Legal affairs management (1) to consider the legitimacy of the contract, to protect the legitimate interests of the enterprise
(2) to ensure that the enterprise's legal interests
(3) to ensure that the enterprise is the most effective way to protect the interests of the enterprise. p>
(2) to assist in dealing with day-to-day legal affairs and management contracts
(3) to participate in major cooperation projects and major business project negotiations
(4) agent of the enterprise litigation cases
Personnel duties: 1, the implementation and refinement of the company's personnel system and program, training and development, performance evaluation, employee social security and welfare, and other aspects of management.
2, organization and assist the departments to carry out recruitment, training and performance appraisal work;
3, implementation and improvement of the staff onboarding, regularization, change, separation and other related policies and processes;
4, employee personnel information management and maintenance of employee records, accounting for employee compensation and benefits and other matters;
5, other daily work of personnel;
In order to prevent him from being a master interviewer, you can carry out a series of tests on him, such as some of the contingency approach, some psychological tests (psychological a quality is very heavy delay, can be assessed as this), evaluation center, personality tests, intelligence tests, work simulation tests, etc.
Give an example of the assessment of you:
The company's personnel in a room with only one chair and one table for recruitment. The first person to come in is a master's degree holder, and the recruiter says, "Please be seated. The first one was a master's degree, and the recruiter said: "Please sit down." The master said: "No, it's better to stand and talk about it
The second one came in with five or six years of experience, and the recruiter said: "Please sit down. The young man said: your company did not prepare tables and chairs, how to sit ah, can only stand.
The third came in a fresh graduate, the recruiter said the same thing, the fresh graduate said: you can move to the outside of a chair, sit down and talk. The recruiter said, can
If you are a recruiter, which one would you hire? Why?
I suggest you check online, there is an article called "Effective Recruitment Interviewing Skills" which may be useful for you.
Good luck