2. Recruitment (interview invitation, interview examination, recruiter)
3. Training (employee training, on-the-job training and pre-job training)
4, performance (employee performance appraisal)
5. Corporate culture (employee culture)
1 organization. That is to formulate and modify the organizational structure of authority and functions and responsibilities, and establish a dual-track system of mutual, vertical and horizontal information exchange.
② Plan. That is, predict the personnel demand, make the personnel investment plan, and make assumptions about the required management policies and plans.
(3) Staffing and personnel use. That is, according to the needs of the work, employees are recruited, trained and managed, deployed, performance managed, rewarded and punished, and placed.
4 training. That is, to help employees continuously improve their personal work ability and carry out pre-job training and on-the-job training.
(5) wages and benefits. That is, according to the principle of distribution according to work, do a good job in grading and upgrading the wages of employees and various insurance and welfare work.
⑥ Political and ideological work. In other words, through various educational methods, employees' ideological and political consciousness can be improved and their enthusiasm and creativity can be stimulated.
⑦ Research on personnel management. That is, summarize and evaluate the work situation and procedures in order to improve management.
Responsibilities of the personnel department of the company:
1. Responsible for drafting, revising and implementing the human resource management system of the Group.
2. Responsible for the recruitment and employment of managers at all levels and functional units of the group company.
3. Responsible for the signing of labor contracts for managers and functional units at all levels of the group company, and the establishment and management of personnel secondary files.
4. Responsible for the salary, social security and welfare management of management personnel and functional units at all levels of the group company.
5. Be responsible for the probation management of management personnel and functional units at all levels of the Group Company.
6. Be responsible for the management of resignation and resignation of managers and functional units at all levels of the group company, and establish a ladder promotion system and a competitive appointment mechanism for management cadres according to the strategic development requirements of the group.
7. Be responsible for the training management of managers and functional units at all levels of the group company, formulate training plans and organize their implementation.
8. Be responsible for the performance management of managers at all levels and functional unit personnel of the group company, formulate performance appraisal schemes and organize their implementation.
9. Take the initiative to communicate with employees, promote the harmonious development of the relationship between the company and employees, and handle labor disputes among employees within the enterprise.
10. Study and analyze national and regional policies and regulations related to human resources, ensure the legality of the Group's policies, and establish good relations with relevant government agencies (local social security bureau, social security center, employment service center and other institutions).
1 1, responsible for the statistics, coordination, guidance and assessment of human resources related work of independent units under the group.
12. Responsible for human resource allocation and strategic information collection, and provide support for relevant decisions.
13, other work assigned by the leadership.
Specific model template
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