I have done a week of professional research and professional practice in the human resources department of Chengdu Electric Power Bureau, and I have benefited a lot.

The human resources department is mainly responsible for the development and implementation of human resources, the construction and management of middle-level leading bodies, labor, personnel, wages, insurance, professional and technical titles, professional skill appraisal, employee education and training, personnel files, labor protection and retirement management.

The human resources department has a director and a deputy director, and the basic requirements for their professional ethics are: first, they should be caring: they should love their careers, their employees and their leaders. Second, we should have a sense of responsibility: do every "little thing" in our work conscientiously. Every detail of human resource management is very important, and everything is a responsibility. Third, strive for perfection in business: always seek rationalization in everything, be proficient in human resource management, make good use of people, and pursue the best point of combining people with things. Fourth, we should have a modern consciousness of exploration, innovation, unity, coordination, obedience, self-discipline and health. Fifth, we should establish the concept of honesty. Honesty is the foundation of doing things.

Because people's work is the most complicated and meticulous work, the position of human resources director is a position with high requirements for personal character and needs to be put into it with a positive attitude. Want to be a qualified or even excellent human resources director, with the following qualities:

Have a fair, loyal, firm and brave willpower. For human resources directors, only fairness can be selfless, human resources can be evaluated and determined objectively, and the principle of "meritocracy" can be adhered to when selecting, recommending and using talents. We must also have firm and brave willpower to bear the pressures and challenges from all sides in the process of human resources construction and self-work, and adhere to the principle of fairness and integrity.

Have a broad understanding of social science. On the one hand, we can make full use of various social science knowledge or methods to provide technical support for the analysis and discrimination of human nature. On the other hand, a person in charge of human resources should contact people in different occupations and fields at the same time. Extensive knowledge of social science is helpful to improve the ability to verify and identify all kinds of talents, all kinds of talents and talents at different levels, and is also conducive to establishing a wide range of social relations for human resources and creating conditions for building a human resource pool needed by units or organizations.

Have the professional knowledge and ability to realize effective management of human resources. These knowledge and abilities include: the ability of human resource planning management and human resource management manual design; Position analysis and performance appraisal management ability; Ability of salary and welfare management; Human resource development and training capacity; Ability of personnel system management. Of course, as a human resource manager, you should also have organizational ability, leadership ability, expression ability, self-confidence (and interest or hobby in human resource management) and other qualities.

At present, Chengdu Electric Power Bureau is deepening the reform, aiming at strengthening scientific management, improving the quality and efficiency of work and improving the economic benefits of enterprises. Based on the corporate reorganization, commercial operation and legal management of electric power enterprises, the comprehensive coordination, supervision and guarantee functions have been truly established in accordance with the characteristics of modern enterprise system of "clear property rights, clear rights and responsibilities, separation of government from enterprises, and scientific management" and the principle of "simplification, efficiency and unity". To this end, we are doing a good job in setting up institutions, personnel, posts and responsibilities, and standardizing internal institutions and post settings. The Bureau Director's Work Department, Biotechnology Department, Finance Department, Power Marketing Department, Human Resources Department, Safety Supervision Department and other institutions have been set up, among which the Human Resources Department is carrying out effective staffing and post setting, and has adopted a series of measures and ways to rationally organize internal human resources, creating greater economic benefits with fewer personnel: accelerating the pace of power development and creating more hungry jobs; Repatriation of temporary workers and placement of surplus personnel; Control new personnel and "close the entrance" to good personnel; Strictly implement the retirement policy stipulated by the state, and all employees who reach the statutory retirement age will go through retirement procedures on time; To standardize the post conditions, all kinds of personnel must have the following academic qualifications or titles: the middle and senior workers in the main production positions must have technical school or technical secondary school education or obtain the national vocational skill appraisal certificate above senior workers; Management and professional and technical post personnel must have technical secondary school education or intermediate title or above; Logistics service personnel must have a junior high school education or above. Introducing talent competition mechanism, that is, taking competition for posts as the core, breaking the boundaries of cadres and workers in the employment of post personnel; Strengthen labor contract management, strict assessment.

At the same time, in the wage system, we should implement the post skill wage system, standardize the wage distribution system, and strengthen the management of the post skill wage system. The skill wage system consists of basic wage and auxiliary wage. The basic salary consists of skill salary and post salary. According to the relevant documents of the superior, the skill wage is a transitional skill wage standard, that is, after 6 yuan is deducted from the current salary standard of employees, the skill wage standard is temporarily used as its transitional skill wage. Post salary is determined by scientific evaluation according to the degree of labor responsibility, skill requirements, labor intensity, poor working conditions and other factors. Because Luzhou Electric Power Bureau divides posts into production posts, management posts and professional and technical posts, the post grades of each post are determined according to the "post labor evaluation results" respectively, and the corresponding post salary is determined. The shift supervisor of 220KV substation is 12+2 with the highest duty level and the lowest duty level is 3+2. For management and professional and technical posts, the highest post grade is 19+2, and the lowest post grade is 3+2. The supplementary salary consists of annual salary, various allowances and subsidies that are not included in the basic salary as stipulated by the state, various bonuses, floating promotion salary and various subsidies determined by the Electric Power Bureau. The post skill wage system is combined with flexible and diverse specific distribution forms. Some post skill wages are linked with bonuses and allowances, and one post is paid, and the on-the-job personnel are paid easily, and the post salary is managed dynamically.

The human resources department is not only responsible for salary and salary affairs, but also for the construction and management of middle-level leading bodies. For example, the post requirements, post levels and post numbers of the directors of the work department, biotechnology department, finance department, electric power market department and safety supervision department are clearly defined. For example, the position of the director of the finance department requires a college degree or above, with a professional title of accountant or above, and must be a major in accounting and economics, with a post level of 17. As can be seen from the above aspects, the responsibilities and requirements of the human resources department for the director are all-round and play an important role in the whole unit.

These days' professional investigation and practice are inspiring, which is not only a good opportunity for us college students to understand the society, but also a good opportunity to improve themselves, which is very beneficial to adapt to the society.