Mainly to formulate and design systems, processes and procedures, provide global program standards, and manage them. Cooperate with the human resources department to promote the new plan and implement it. Provide technical support for human resources BP in professional fields.
Human resource planning, employee recruitment, employee training, performance appraisal, salary and social security, labor relations. The actual work is broken down as follows: the overall planning and development of the company in the future (number of employees, positions and personnel training, etc.). ); Recruitment-that is, according to the company's annual employment plan (how many people are added each year? How many fresh graduates need to be recruited, etc. ) Recruit people in universities or society; Staff training-that is, vocational training according to the needs of each position; Performance appraisal-simply speaking, how to allocate bonuses to mobilize employees' enthusiasm, wages and social security-simply means to pay employees wages and pay social security fees every month; Labor relations-in short, signing contracts, labor arbitration, etc.
What specific work does human resource management involve? The work of human resources management mainly revolves around six modules of human resources, including human resources planning, recruitment, training, salary assessment, labor relations and employee relations. Usually, these contents will be assigned to recruiters or some personnel commissioners to undertake one or more specific tasks.
What does human resource management involve? According to research, the content of modern human resource management can be divided into five categories. Including: 1, strategy and organization, contribution to organizational strategy, organizational structure and activities, culture and values, personnel strategy and plan 2, Luo Zhi strategy and plan of human resources, new employee recruitment, personnel deployment, personnel resignation, headhunting or other talent institutions 3, development, performance development strategy and plan, performance management, training, long-term personal development and team development 4, remuneration, remuneration strategy and plan. Employee relations, employee relations strategic plan, employee participation, communication, employee support, health and safety, obedience, negotiation with employees and teams (trade unions) and equal opportunities.
What are the specific tasks of human resources? I suggest you search Baidu, which is very comprehensive.
What is human resource planning mainly about? What kind of work will involve this piece? Every enterprise needs it, which generally belongs to human resources posts. Besides, human resources is divided into six modules, and there is not only one. Hehehehehe, I want to work in this field, so I suggest learning more.
What psychology is involved in doing human resources? Management psychology
Human resource psychology
You'd better study social psychology again! Hmm. How interesting
What does "human resources supervisor" mean? What are the specific jobs? Generally speaking, HR executive refers to HR director, one of the most important and valuable senior management positions in modern companies, a strategic partner of CEO and an important member of the core decision-making level. As a director of human resources, we must strive to build an efficient and practical human resources management system from a strategic height, successfully select talents, establish a scientific assessment and incentive mechanism, maximize the potential of talents, establish excellent teams, shape excellent corporate culture, promote organizational change and innovation, and finally realize the sustainable development of organizations.
The specific work includes:
1. According to the company's actual situation and development plan, draw up the company's human resources plan and organize its implementation after approval.
2. Organize the formulation of the company's employment system, personnel management system, labor wage system, personnel file management system, employee handbook, training outline and other rules and regulations, and the implementation rules and working procedures of the human resources department, and organize the implementation after approval.
3. Organize the performance appraisal of employees, and be responsible for reviewing the appraisal and training results.
4. Examine and approve the fault list and reward list approved by the personnel department, and organize their implementation.
5. Be responsible for collecting information about potential and needed talents inside and outside the company and organizing recruitment.
6. Accept employee complaints and labor disputes between employees and the company and be responsible for solving them in time.
7. Understand the work situation and related information of the Human Resources Department, and collect and analyze the company's personnel and labor information.
8. Examine and approve the company's employee payroll, submit it to the general manager for approval and then transfer it to the accounting department for execution.
9. Formulate the professional training plan of the Human Resources Department and assist the training department to implement and evaluate it.
10, strengthen the contact with peers outside the company.
1 1, representing the company, * * * counterpart departments and relevant social organizations and institutions.
12. Complete all tasks temporarily assigned by the general manager.
What are the specific responsibilities of the human resources department? The concept of "human resources department" was introduced from America at the end of last century. Prior to this, the personnel management department in China enterprises was called the personnel department. The human resources department is the department that manages the resources formed by all kinds of people in the enterprise (that is, people-oriented resources).
1, formulate the work plan of the department, and organize the implementation after being approved by the superior leader.
2. Formulate and revise the company's human resource management system and measures, and establish an institutionalized, standardized and scientific human resource management system.
3. According to the company's development strategy, analyze the company's existing human resources situation, predict the personnel demand, formulate and modify the human resources plan, and implement it after being approved by the superior leaders.
4. Conduct job analysis with the assistance of various departments; Put forward opinions on post setting adjustment; Clear departments, job responsibilities and job qualifications; Compile, revise and improve the job descriptions of departments and posts; Reasonably evaluate the post value.
5. According to the job requirements and human resources planning, make a recruitment plan, make good preparations before recruitment, implement recruitment and complete the procedures after recruitment.
6. Organize the establishment of performance management system and formulate relevant plans; Take the lead in organizing all departments of the company to conduct performance appraisal, give guidance and supervision, and assist the general manager's office to evaluate the heads of all departments; Do a good job in summarizing, reviewing and filing the assessment results.
7, according to the needs of enterprise planning and staff development, establish and improve the staff training system; Organize, implement, guide and coordinate employee classification and grading training, and strive to improve the quality of employees.
8. Formulate the company's salary and welfare plan, and organize its implementation after approval; Calculate employee's salary, calculate employee's social insurance payment standard and pay social insurance.
9. Do a good job in employee personnel file management. Regularly summarize and prepare statistical reports and reports related to human resource management.
10, handle the recruitment, transfer, reward and punishment, resignation and retirement procedures of employees, handle the inspection, selection, appointment and removal of middle-level managers, and take the lead in organizing the annual assessment of company leaders.
1 1, do a good job in labor contract management, labor dispute handling and labor protection.
12, communicate and coordinate with all departments in time, and assist all departments to do a good job in employee management. Do a good job in departmental construction, constantly improve internal management, and improve the overall quality of employees and departmental performance.
13. Complete other tasks assigned by company leaders.
What is human resources work? What the hell do you mean? What is a human resource developer?
People often think that training workers is training teachers, but this is not always the case. Trainers not only refer to teachers, but also include organizers and managers of training work.
Research on the Role Playing and Ability Requirements of American Human Resource Developers
The research on the field of human resources development in the United States began after the Second World War, and the research on the role and ability of human resources development workers has always been highly valued. Since 1970s, experts, scholars and relevant institutions have been discussing this issue continuously. Because only when the roles and abilities of human resource developers are determined can their work performance be scientifically evaluated and the field of human resource development be more standardized and specialized.
Leonard Nadler established the Nadler model in 1970, and confirmed three roles of human resource developers: managers, consultants and learning experts. Since then, many academic institutions have conducted more in-depth research on roles and abilities. 1983, ASTD (American Institute for Training and Development) in markland researched and developed the human resources wheel, and determined nine organs and independent fields of human resources, including training and development fields, as well as the 15 role that trainers should play and the 3 1 that they must have.
According to their research results, the 15 role that trainers should play is: 1. Assessor: Assess training programs and teaching effects; Evaluate the impact of training on individuals and organizations. 2. Group Instructor: Guide group discussion and decision-making, so that every member can participate in group activities and be responsible for decision-making measures. 3. Personal Development Consultant: Help individuals to evaluate their abilities, values and goals, and determine their career development plans and activities. 4. Textbook compilation: compiling textbooks, teaching guides, audio-visual materials, safety, exercises, test questions, computer software and other written materials. 5. Teachers: teach the teaching content, guide the designed learning activities, and use various teaching methods and means to benefit students. 6. Training and Development Manager: Exercise management functions such as planning, organization, staffing and supervision of training and development, so as to coordinate the work of the training and development department and other departments within the organization. 7. Marketer: selling the ideas and ideas of training development, not only selling their own training programs or teaching packages, but also providing various training services to the outside world. 8. Media experts: they can make charts and computer software, list the hardware needed for teaching, use audio-visual teaching materials and audio-visual teaching equipment, and order all kinds of software and hardware needed for teaching professionally. 9. Demand analyst: Find the gap between ideal performance and actual performance and point out the reasons for the gap, so as to determine the real demand for training. 10. Manager: Ensure that all aspects such as teaching venues, equipment, materials and students' learning activities are carried out as planned, and ensure orderly teaching logistics services. 1 1. training scheme designer: establish training objectives, contents, teaching activities, teaching methods and arrange teaching plans. 12. Strategist: Make a long-term strategic plan for training and development. 13. job analyst: establish the main work and the conditions needed to complete the work, and analyze the performance level that should be achieved. 14. Theorists: develop and test theories about training. 15. Changer: Help individuals to apply the knowledge and skills acquired after training to practical work.
The 3 1 abilities that a trainer should possess are: 1. Ability to understand adult education theory. 2. Ability to use audio-visual teaching materials and equipment. 3. The ability to master the knowledge of career development. 4. Ability to "know people and be good at their duties": be able to confirm the level of each member and the necessary conditions for completing each job. 5. Ability to use computers. 6. Ability to conduct cost-benefit analysis. 7. (Career) consulting ability: help individuals understand their values, needs and goals; Longevity individuals know their own problems and make different choices. 8. The ability of data induction. 9. Be able to delegate some training responsibilities or obligations to others. 10. Ability to arrange teaching facilities. 1 1. Feedback ability. 12. Predictive ability. 13. Ability to handle group affairs: help the group to complete tasks and meet the needs of team members. 14. Ability to understand the industry. 15. Ability to master a variety of knowledge. 16. Ability to collect data. 17. Ability to build models: develop theoretical and practical models and explain complex problems in an understandable way. 18. negotiating ability. 19. Ability to determine goals. 20. The ability to master the knowledge of organizational behavior. 2 1. Understand the ability of the organization as a whole. 22. Ability to evaluate performance. 23. Be able to master all aspects of knowledge in the field of human resources. 24. Teaching ability. 25. Ability to ask questions. 26. Information management capabilities. 27. Ability to build relationships with all parties. 28. Research ability. 29. Proficient in training and development. 30. Understand the ability of training and developing technical methods. 3 1. Writing ability.
From 65438 to 0987, Macland distinguished human resource development from human resource management, making personal development, organizational development and career development the three main contents in the field of human resource development. The study of roles and abilities has become an important part of human resource development theory.
Based on the study of various roles and abilities, the main roles that human resources development workers should play can be summarized into four types, namely, human resources development managers, learning experts, teaching designers and consultants. Under each main role, they often have to play various other roles.
What are the contents of Reid, a human resource management program involved in ISO system documents? Mainly the training part. Relevant personnel must have the corresponding ability to ensure quality, so they need training.
There is usually a human resource control program.
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