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).
Because people are managed as resources, we should consider the following questions:
1. Has the resource been identified and configured?
2. How to optimize resource allocation?
3. How to make full use of resources?
4. Should resources change according to the changes of internal and external environment? Wait a minute.
The senior consultant hired by Fiberhome believes that the connotation of the human resources department has changed relative to the personnel department, which will inevitably lead to changes in the form and content of work.
If these specific work contents are not included in the overall strategic planning of the enterprise, then the functions of the human resources department cannot be reflected. Therefore, enterprises should first understand the connotation and work content of human resources department, and then plan from a strategic perspective, formulate relevant policies and determine the corresponding framework. Start the system, and constantly improve and perfect in the implementation process, so as to achieve the goal of human resource management.
To understand the connotation of human resources and complete the specific work content requires certain ability and authority. Some people think that the positioning of the human resources department is too low to manage the human resources of the company as a whole. In this regard, it can be explained as follows: if there is no ability mentioned above, of course, you will not get a high position, and even if you pay, you will not be able to complete your mission. On the contrary, if you have systematic operation ability and outstanding performance in your work, the boss of the enterprise will naturally give corresponding authority to promote the construction of human resources, thus promoting the development of the whole enterprise.
Different from general resources, human resources is a complex entity based on knowledge and oriented by ability, which has the characteristics of difficult quantitative analysis, difficult comprehensive identification and high management requirements. I believe that with the development of enterprises, the personnel management of enterprises will definitely enter the field of human resource management.
job description
human resources manager
Job title:
Manager directly in charge of Human Resources Department:
Director of human resources or vice president in charge of human resources
Direct reports:
Recruiting supervisor, training (or training and development department) supervisor, performance supervisor, compensation supervisor and employee relations supervisor.
Work:
Be responsible for the human resource management of the company, and provide and train qualified talents for the company.
Direct responsibility:
(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) Formulate the annual work target and work plan of the Human Resources Department, formulate the monthly budget and work plan, and implement them after approval.
(3) Organize to formulate the company's employment system, personnel management system, labor wage system, personnel file management system, employee handbook, training outline and other rules and regulations, implementation rules and working procedures of the Human Resources Department, and organize their implementation after approval.
(4) Formulate the professional training plan of the Human Resources Department and assist the training department to implement and evaluate it.
(5) Strengthen contact with peers outside the company.
(6) Responsible for collecting potential and needed talent information inside and outside the company and organizing recruitment.
(7) To examine and approve the payroll of employees of the Company, and submit it to the General Manager for approval before transferring it to the accounting department for execution.
(8) Organize the performance appraisal of employees, and be responsible for reviewing the appraisal and training results.
(9) Formulate the debriefing cycle and arrange debriefing activities after approval.
(10) examine and approve the list of faults and rewards approved by the personnel department, and arrange their implementation.
(1 1) accepts employee complaints and labor disputes between employees and the company and is responsible for solving them in time.
(12) Make horizontal contact with relevant departments according to working procedures, and put forward the requirements for defining disputes between departments in time.
(13) Be responsible for the training, implementation and inspection of the working procedures, rules and regulations and detailed rules of the Human Resources Department.
(14) timely and accurately convey the instructions of the superior.
(15) presided over the regular meeting of the human resources department and attended the company's meeting on personnel.
(16) Approve the Human Resources Department and its related documents.
(17) Understand the work situation and relevant data of the Human Resources Department, collect and analyze the company's personnel and labor information, and submit reports to the general manager and administrative director on a regular basis.
(18) Report to the Chief Executive Officer regularly.
(19) Authorize subordinates when necessary.
(20) Develop the job descriptions of the direct subordinates, listen to the reports regularly, and evaluate their work.
(2 1) Guide, patrol, supervise and inspect the work of subordinates.
(22) Accept the rationalization proposals submitted by subordinates and handle them according to procedures.
(23) timely adjudication of disputes in subordinate work.
(24) Fill in the fault list and reward list of direct subordinates, and follow the procedures according to the authority.
(25) Cultivate and discover talents, recruit and deploy direct subordinates according to work needs, and be responsible for the nomination of personnel who are truly direct subordinates.
(26) Conduct on-site command according to work needs.
(27) Designate a special person to be responsible for the storage and regular filing of documents and other materials in this department.
(28) Designate a special person to be responsible for the registration of account, periodic inventory, loss reporting, etc. Office appliances, equipment and facilities used by this department and its subordinate departments.
(29) Care about the thoughts, work and life of subordinates.
(30) Liaise with government departments and relevant social organizations and institutions on behalf of the company.
Leadership responsibility:
(1) Responsible for the completion of the work objectives and plans of the Human Resources Department.
(2) Responsible for the rational allocation of human resources of the company and the timely replenishment of talents needed by the company.
(3) Be responsible for the quality of employees recruited by the company.
(4) Responsible for timely, reasonable and legal settlement of labor disputes between the company and employees.
(5) Responsible for implementing the approved decision on rewards and punishments.
(6) Be responsible for the rationality and accuracy of the staffing and labor wage calculation data provided to the decision-making department.
(7) Be responsible for the completeness, completeness and regular filing of personnel and labor files of the company.
(8) Responsible for implementing the working procedures of the Human Resources Department, and supervising and inspecting the rules and regulations and implementing rules.
(9) Be responsible for the discipline, work order and overall mental outlook of subordinates.
(10) Responsible for the reasonable control of the budget expenditure of the Human Resources Department.
(1 1) The human resources department is responsible for the confidentiality of company secrets.
(12) Responsible for the influence of the human resources department on the company.
Main powers:
(1) has the right to review the recruitment within the company's establishment.
(2) Have the right to interpret the company's employee handbook.
(3) the right to shift gears in personnel transfer, recruitment and labor management.
(4) Have the right to approve the use of limited funds.
(5) Have the right to manage and direct the employees and businesses of the Human Resources Department.
(6) Have the right to guide, supervise and inspect the work of subordinates.
(7) Have the right to suggest the deployment of direct subordinates, the right to nominate appointments, and the right to suggest rewards and punishments.
(8) Have the right to assess the management level and business level of subordinates.
(9) Have the right to contact relevant government departments and relevant social organizations and institutions on behalf of the company.
Jurisdiction:
(1) employees of human resources department.
(2) Office space and health responsibility area of human resources department.
(3) Office furniture, equipment and facilities of the Human Resources Department.