Personnel: personnel (rénshì), which refers to worldly things; Second, it refers to human resource management, including six modules: human resource planning, recruitment, training, performance, salary and employee relations; Third, it refers to the object of human consciousness; Fourth, it refers to gifts.

"People" in a broad sense refers to the relationship between people, people and things, people and organizations in the whole process of social labor.

In ancient Chinese, "personnel" refers to gifts brought by visiting relatives and friends.

Personnel Commissioner Personnel Commissioner refers to the professional practitioners who implement and improve the company's personnel system and recruitment plan, employee training and development planning, performance appraisal, employee housing provident fund, social security benefits, etc.

Recruiters: Recruiters are mainly responsible for publishing and managing recruitment information through various channels (such as media and Internet), and conducting formal pre-recruitment testing, resume screening, recruitment organization, employee personnel procedures, employee file management and updating.

College degree or above in human resources, labor economy, psychology, management and other related majors, with human resources-related certification, familiar with the operation process of human resources management, can apply for this position, and the future development trend is to become a human resources manager or a recruitment manager.

2. Different responsibilities

Personnel: Personnel management is to manage the relationship between people and things in the process of social labor. Personnel management is to seek mutual adaptation between people and things in the process of social labor, so as to make the best use of people. There is no relationship between people and things, and it is incorrect to say that personnel management is to manage people and things separately.

Personnel management is carried out through organization, coordination, control and supervision.

Personnel management is not to let people passively adapt to the needs of things.

Personnel Commissioner: to implement and improve the company's personnel system and plan, training and development, performance appraisal, employee social security benefits and other aspects of management;

Organize and assist all departments in recruitment, training and performance appraisal;

Implement and improve relevant policies and processes such as employee entry, employment, resignation and resignation;

Employee personnel information management and employee file maintenance, employee salary and welfare accounting and other matters;

Daily work of other personnel;

Recruiter: fully responsible for the recruitment of talents within the company;

According to the existing staffing and business development needs, assist the superior to determine the recruitment target, summarize the job requirements and personnel requirements, and formulate and implement the recruitment plan;

Assist the superior to complete the job description of the required position;

Investigate the stock and distribution of external human resources of the talents needed by the company, make effective analysis, plan, develop, maintain and expand the recruitment channels, and ensure that the talents are rich in information, rich in levels and high in quality, and the recruitment channels can effectively meet the company's employment needs;

Publish job demand information and publicize the company image;

Collect resumes, classify and screen resumes, arrange pre-job tests, determine interview list, notify candidates to come for interview (written test), conduct preliminary interview (written test) assessment on candidates, and issue comprehensive evaluation opinions;

Organize relevant department personnel to assist the second interview to ensure that the interview is conducted in time and the assessment results meet the post requirements;

Conduct background investigation on the personnel to be hired, communicate with the personnel to be hired, and complete the employment notice;

Responsible for the writing of recruitment advertisements, the maintenance and update of recruitment websites, and the information communication of recruitment websites;

Application, control and reimbursement of recruitment expenses;

Summarize the problems existing in recruitment, put forward reasonable suggestions, optimize the recruitment system and process, and complete the recruitment analysis report;

Communicate and exchange with other recruiters on recruitment process, recruitment methods and skills to improve the efficiency of recruitment activities;

Responsible for the establishment of enterprise talent pool, resume management and information confidentiality;

Collect the information of talent market in each region and be familiar with the personnel laws and regulations in each region;

Track and collect talent trends in the same industry to attract outstanding talents to join the company;

Be familiar with the company's human resources system and answer relevant questions raised by candidates.

3. Different job requirements

Personnel: Personnel assessment is a means of personnel management. Concepts can be divided into broad sense and narrow sense. Personnel assessment in a narrow sense refers to the assessment and evaluation of the work attitude and performance of the assessed. Personnel assessment in a broad sense includes not only the above contents, but also the evaluation of the quality of the assessed, such as "potential ability", "personality" and "adaptability".

Personnel assessment usually consists of three assessment items, including performance assessment, attitude assessment and ability assessment.

Personnel Commissioner: College degree or above in human resource management, administration, Chinese, secretarial, Chinese language and literature and related majors;

Engaged in human resources work 1 year or above, with hr professional knowledge;

Good written and oral expression skills, affinity and service awareness, strong communication and understanding skills;

Proficient in using common office software and related personnel management software;

Understand the national labor and personnel laws and policies;

Hard-working, meticulous and serious, strong in principle, good in execution and strong in professionalism;

Have a strong sense of responsibility and dedication, fair and just, rigorous, able to work under great pressure.

Recruiter: Education requirements, college degree or above in human resources, labor economy, psychology, management and other related majors.

At present, China's human resources professional qualification certification is divided into four levels: hr administrator (national professional qualification level 4), assistant human resources manager (national professional qualification level 3), human resources manager (national professional qualification level 2) and senior human resources manager (national professional qualification level 1).

In addition, Beijing introduced the registration and certification of personnel managers, and Shanghai introduced the certificate of information human resources director; Certified Human Resources Specialist (PHR) and Senior Human Resources Specialist (SPHR) of American Institute of Accreditation (ACI) and the professional qualification certificate of international human resources management of IHRI of American Institute of International Human Resources Management have also entered China. Trained in modern human resource management technology, labor laws and regulations, contract law, etc.

Work experience, familiar with relevant national laws and regulations; Familiar with the operation process of various practices of human resource management.

Baidu encyclopedia-personnel

Baidu encyclopedia-personnel specialist

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