Job description of human resources management: job name, job code of human resources specialist, job code of department, rank of human resources department, salary standard of superior human resources manager, filling date, job description of approver: assist superior to formulate and implement human resources goals and plans, and realize optimal allocation of human resources. Job description:% to assist the superior to master the human resources situation; % manage labor contracts, handle recruitment and termination procedures, and settle employees' wages and attendance; % fill in and analyze all kinds of personnel statistics; % to draft the company's rules and regulations and recruitment system; % help to establish positive employee relations, coordinate the relationship between employees and management, and organize and plan employees' activities; % to assist the superior to carry out the company's rules and regulations; % to assist the superior to complete the annual assessment of employees; % manages dispute resolution procedures. Qualifications: Education background: ◆ Bachelor degree or above in human resources, labor economy, psychology, management and other related majors. Training experience: ◆ Trained in modern human resource management technology, labor laws and regulations, contract law, management skills development, etc. Test: ◆ More than 5 years working experience in human resource management. Skills: ◆ Experience in human resources project planning and implementation; ◆ Familiar with relevant national laws and regulations; Familiar with the operation process of various practices of human resource management; Solid theoretical foundation of human resource management; Skilled in using related office software. Attitude: ◆ Steady and meticulous, active in thinking, innovative, and good sense of teamwork; Excellent conduct and professionalism, strong sense of professionalism and responsibility, and strong working principles. Working conditions: workplace: office. Environmental conditions: comfortable. Danger: basically no danger, no occupational disease danger. Direct subordinates, indirect subordinates, promotion direction, post rotation, post responsibility allocation, Minister of Human Resources, 1, formulate the company's human resources plan according to the company's strategic plan; 2. Organize to compile, revise and improve the company's personnel management system and organize its implementation; 3. Check and supervise the implementation of personnel management system; 4. Draw up the annual, quarterly and monthly work plans of this department and organize their implementation; 5. Organize job analysis and write or modify job descriptions; 6. Draft the company's annual staffing plan; 7. Reasonable allocation of human resources, correct evaluation of human value, control and reduce the company's labor costs; 8. Coordinate employee relations and handle employee complaints; 9. Participate in corporate brand promotion, corporate culture planning and construction; 10, coordinate and supervise the daily work of the personnel Commissioner; 1 1, to guide training administrators to carry out training work; 12, guiding recruitment and staff administrators to do a good job in recruitment; 13, responsible for the attendance supervision and audit of overtime, transferred leave and leave; 14. Complete other tasks assigned by the leaders. Training administrator 1, responsible for investigating the training needs of the company, drawing up the annual training plan and organizing its implementation; 2. Organize the preparation of training materials and be responsible for the pre-job training and assessment of new employees; 3. Collect all kinds of training information and organize hierarchical and classified training; 4, according to the needs of various departments, to assist the heads of various departments to carry out staff training; 5. Prepare the training budget, and make statistics and analysis on the training cost of human resources; 6. Assist the group cadres to collect and sort out the information policies for the evaluation of employees' professional titles, and organize relevant employees to handle relevant procedures in a unified manner; 7, responsible for the new college graduates settled procedures; 8, responsible for evaluating the effect of various training, put forward suggestions for improvement; 9. Assist shipping agencies to train new employees in job skills and handle the relevant certificates of crew; 10, responsible for the training, assessment and staffing of service personnel. 1 1. Complete other tasks assigned by the leaders. Recruiting and employee administrator 1, make a recruitment plan according to the company's employment needs; 2. Responsible for publishing and updating recruitment information; 3. Responsible for the collection and screening of application materials; 4. Organize interviews and written tests; 5. Correctly carry out the background investigation of the personnel to be hired; 6. Go through the confirmation, employment and registration procedures of qualified interview personnel and pay attention to the follow-up contact in the post-employment stage; 7. Responsible for handling employee resignation procedures, making employee resignation records, analyzing and giving feedback; 8. Budget and manage recruitment expenses, and make statistics and analysis on employee turnover rate; 9, responsible for tracking the probation period of new employees, pay attention to the development planning of employees; 10, labor dispute handling; 1 1, responsible for the annual inspection of the company's labor licenses and other human resources; 12, responsible for issuing employee transfer notice and explaining salary standard; 13. Complete other tasks assigned by the leaders. Salary and performance manager 1, to understand the salary policy and level of the same industry, especially competitors, and put forward reasonable suggestions on salary management; 2. Be responsible for the attendance statistics and audit of the company's organs, and notify the punishment for abnormal attendance according to regulations; 3. Calculate salary according to attendance every month; 4. Review the salary of each unit and summarize the total salary of the month; 5. Analyze the labor cost every month and give timely feedback to the abnormal situation. Adjust and optimize the salary system; 6. Be responsible for answering and handling employees' salary questions; 7. Responsible for the formulation and implementation of employee welfare policies; 8. Formulate the performance appraisal scheme for all units and employees of the company, and be responsible for the specific implementation. 9. Complete other tasks assigned by the leaders. File manager 1, responsible for the standardized management of personnel files and labor contract texts (including contract conclusion, change, renewal, termination and dissolution); 2. Be responsible for the classified management of books, documents and various forms in this department; 3. Responsible for purchasing office supplies required by the department; 4, responsible for human resources publicity column, publications and other matters; 5, complete other matters assigned by the leadership. Social security administrator 1, responsible for social security declaration and transaction procedures of employees of the company; 2. Be responsible for the settlement and reimbursement of annual social security, and handle the accompanying procedures; 3. Responsible for handling all kinds of certificates such as employee retirement, marriage and childbirth; 4. Be responsible for counting the total social security expenses of the company and paying them according to relevant policies; 5. Equip relevant posts with necessary labor protection articles and work clothes as required, and mainly cooperate with cruise companies to publicize labor safety; 6, complete other matters assigned by the leadership. The writing process of job description and the determination of job qualification 1. Education ◎ Generally fill in a certain education or above. ◎ Educational requirements, such as master's degree or doctor's degree. ◎ Technical titles require qualifications such as senior titles or intermediate titles (or not). 2. Experience ◎ Requires relevant industry knowledge. ◎ Required to have been engaged in this industry. How many years does this position need to work? 3. Professional knowledge ◎ What professional knowledge is needed? ◎ Generally, you don't need to write in detail, just ask which aspect or major it is. 4. Scope of business knowledge ◎ The scope of business knowledge is difficult to fill in, that is, what other relevant knowledge should be known besides this major. ◎ Are you familiar with the business of this position and what is your business ability? Job purpose ◎ The job purpose is the role of the job, which is the most difficult part of the job description. ◎ Generally write down the necessity and function of this position. Case The post of Personnel Training Specialist in Human Resources Department aims to organize and coordinate the staff training of various departments and subsidiaries of the company according to the company's development strategy, develop the potential of employees, improve their quality, and provide human resources guarantee and support for the operation and management of the group company. Work communication relationship Work communication relationship is divided into two parts: internal communication relationship and external communication relationship. 1. Internal communication Internal communication is who you have to deal with in the enterprise. Communication relationship does not fill in subordinates, only superiors and peers, because subordinates must communicate. There are mainly two levels: ◎ superior. This position is directly led by which position. ◎ level Grading is mainly about which related departments and posts will be involved in the enterprise. Generally, only two or three departments that deal with each other frequently are selected. 2. What relevant units outside the enterprise should be dealt with in external communication? External communication relations are generally divided into the following categories: ◎ government departments. For example, the enterprise management department is responsible for enterprise registration and should deal with the industrial and commercial bureau, the technology development department may deal with the Bureau of Standards and the Bureau of Technical Supervision, and the statistical work may deal with the Bureau of Statistics. ◎ Related enterprises. Associated enterprises refer to upstream and downstream enterprises, upstream refers to raw material suppliers, and downstream refers to transportation and customers. ◎ Intermediaries. Such as law firms, accounting firms, consulting companies, training companies, etc. If there is a superior-subordinate relationship, the number of subordinates should be filled in under the communication relationship: ◎ the number of direct leaders ◎ the number of indirect leaders ◎ the total number. In addition, the personnel category should be filled in. Personnel category refers to the level, whether it belongs to manager level, middle level or general personnel. Determination of post responsibilities The scope of responsibilities lists each responsibility and its purpose in turn according to the importance of the responsibility, which is an accurate description of the scope of responsibilities. Fill in according to the importance of the duties, the important ones come first, and the secondary ones come last. There may be two to five grass-roots personnel, five to ten middle-level personnel and a dozen senior personnel. What kind of responsibility is the determination of the degree of responsibility, whether it is full responsibility, partial responsibility or supporting responsibility? 1. Full responsibility at the same level, no other comrades are fully responsible, only you are responsible, so this responsibility is called full responsibility. It is ok to take full responsibility for two posts vertically, but it is not allowed to take full responsibility for two posts horizontally at the same time. For example, the manager of the human resources department, staff management, salary management, training and assessment are also fully responsible. The sum of all the responsibilities of subordinates should be consistent with all the responsibilities of the manager of the superior department. 2. Part of the responsibility is that everyone needs to cooperate, or the responsibilities overlap. At this time, it is part of the responsibility. For example, the training specialist is mainly responsible, but the employee manager is also partly responsible, because he is responsible for screening these employees, and whoever needs training is also partly responsible. 3. Support responsibilities For example, the production management department of an enterprise has a minister who is responsible for planning, scheduling and statistics, so the comrades in charge of statistics have the responsibility to support the production management and scheduling plan, because the statistical data should be provided to several other people. Don't have too many support responsibilities when making job descriptions. If one person is responsible for many support responsibilities, it will cause contradictions between them. Assessment is to detect the completion of duties in terms of quantity and quality. For example, the main responsibility of employee training is to assess the implementation of the training plan and whether it has achieved the effect of employee training. Employees should give a score on this training organized by the Human Resources Department: I am satisfied, I am satisfied, I am generally satisfied, and I am not satisfied. In this way, the evaluation of the Commissioner in charge of personnel training was finally determined.