What should a HR manager do? Responsibilities of a Personnel Manager

Job responsibilities are mainly divided into the following major articles:

1. Establish human resources planning and institutional system, and assist in promoting implementation. Including the establishment and revision of organizational structure, job description, and various rules and regulations;

2. The design and improvement of the recruitment system, the recruitment and reserve of personnel for various positions of the company, the expansion and maintenance of recruitment channels, the improvement of the competitiveness of the company's core talents in the industry, and the training of key employees;

1.The basic work of the recruitment business, such as job analysis, job description, as well as analysis, employment needs of each department and personnel reserve for potential resignation positions; Optimize the organizational structure and position setting of the department through job descriptions;

2.Formulate a recruitment plan based on the department's employment needs; Prepare annual, quarterly and monthly recruitment plans, prepare and control recruitment budgets, and track and analyze monthly recruitment implementation;

3.Expansion of recruitment channels, independent operation of different recruitment channels and forms such as newspapers, the Internet, campuses, joint special job fairs, etc.;

4.Improvement of structured interviews and control of unstructured interviews, written tests and quality assessments; As well as post-employment follow-up observation of new employees in the later stage of recruitment, probationary performance and regular assessment.

3. The construction and improvement of the employee relationship management system, actively communicate with employees, and do a good job in the coordination between various departments; Responsible for labor contract management and labor dispute settlement; Coordinate labor disputes and control employment risks;

4. Formulate and improve the performance appraisal system, organize the implementation of the performance management process, use KPIs as a tool for performance management, and organize the implementation of performance appraisal;

1.According to the company's annual development plan and strategy, assist relevant departments to establish and improve performance indicators and implement plans;

2.Organize all departments to carry out performance appraisal work, monitor, analyze and improve the performance appraisal process to ensure the objective and effective development of performance management.

3.Supervise the implementation of performance interviews, ensure that employees understand the appraisal results and the direction of performance improvement, and assist in salary adjustment.

5. Formulate training plans according to the company's development strategy, organize the implementation and evaluation of training courses, control and maintain the reasonable use of training budgets;

6. Establish and improve the salary and welfare management system, and organize the implementation and evaluation, and properly handle labor relations at all levels; Social security, provident fund declaration, transfer-in, transfer-out, payment, supplementary payment, base verification, etc.; Implement follow-up on policies and procedures related to compensation and benefits, and review various salary proposals.

7. Responsible for the inspection and supervision of administrative work;

1.Secretarial services for administrative letters, construction and improvement of systems and processes;

2.Maintain a good relationship with the first department, keep abreast of policy resources, and maintain external public relations;

3.document file management and reception;

4.vehicle allocation, payment, maintenance and driver management;

5.staff events and organization of meetings; safety, fire protection, hygiene, office environment and employee meal work, etc.;

6.Cost budgeting and monitoring, bid negotiation, bidding and procurement management, maintenance and management of office supplies and fixed assets;

7.the construction of the company's information resource library;

8.Processing, alteration and annual examination of various licenses;

9.Other: Handling of emergencies.

Personnel! Ministryman! ,, so it's good for you to do something that isn't human.

Politics and economics in society are inseparable, and in the workplace, politics and personal ability are also inseparable, and the elites in the workplace are all capable and understand politics, especially in officialdom. I have compiled the relevant information about the position of personnel manager as follows, I hope it will be helpful to all netizens.

Clause. 1. As a human resources manager, you must do a good job of your work plan, and you must discuss this work plan with your colleagues and arrange the tasks effectively, so that you can get everyone's support and work smoothly.

Clause. Second, if you want to be a good human resources manager, then you must have a very good professional knowledge. Therefore, it is necessary to learn more professional knowledge of new human resources professionals every day, so that they can master their own human resources work proficiently.

Clause. Third, the HR manager itself is a job that requires connections, if yours'If you have a narrow network, then your work will be very limited. Therefore, working hard every day to expand the network is the most important thing, and we must not slack off.

Clause. Fourth, the work of human resources manager requires perseverance, because the work pressure of human resources in the work is huge, if you give up when you encounter problems, then your work is difficult, so you must have perseverance to overcome the difficulties at work.

Clause. Fifth, the work of a human resources manager needs to maintain a good relationship with his own leaders, because your work is inseparable from the support of leaders. Especially in the recruitment and attention arrangement of some personnel, the understanding of the leader is very important, so it is necessary to pay attention to the communication with the leader.

Sixth, human resources managers should be good at seizing opportunities, because human resources work is very intense, and every day needs to have certain results. As a human resources manager, you must be keen to seize the opportunity and get your own opportunities, so that you can successfully solve the work problem.

Clause. 7. Human resources managers should have a good relationship with their subordinates, because human resources managers need to maintain the unity of their own team, so the relationship between each subordinate must be kept harmonious, so that everyone can trust you and work with peace of mind!

Is the HR manager the boss's gunman, or a backstabber? What should this HR manager do?

Main Responsibilities of the Personnel Manager:

1. Responsible for presiding over the overall work of the department, organizing and supervising the department personnel to fully complete the tasks within the scope of the department's responsibilities;

2. Implement the post responsibility system and work standards of the department, closely contact with marketing, planning, finance and other departments, and strengthen coordination and cooperation between departments;

3. Responsible for organizing the implementation of the "Labor Law" and relevant local labor laws and regulations;

4. Responsible for organizing the formulation, modification, supplementation, implementation and assessment of the company's personnel, labor statistics, labor discipline and other related management systems;

5. Responsible for organizing and formulating the work standards of employees in various departments of the company;

6. Responsible for the reasonable allocation of jobs. Organize the preparation of labor quotas, do a good job in the establishment of personnel in various departments of the company, and organize the control, analysis, revision and supplementation of labor quotas in a timely manner in combination with actual needs, so as to ensure the rationalization and accuracy of labor quotas and eliminate the waste of labor;

7. Responsible for the preparation of annual, quarterly and monthly labor balance plans and wage plans. Do a good job in the basic management of labor deployment, strictly implement the post appointment system, and do a good job in the reasonable flow and arrangement of labor force;

8. Organize the establishment and improvement of personnel and labor-management statistical accounting standards. Regularly compile labor-management and personnel statistical reports, and select and write statistical analysis reports on labor utilization and labor remuneration in a timely manner;

9. Responsible for the company's labor discipline management. Strict attendance system, regular inspection of labor discipline;

10. Responsible for organizing the recruitment, hiring, contract signing, filing, dismissal, attendance, leave, transfer, assessment, examination, recommendation and other basic management of labor and personnel of the company's employees;

11. Responsible for approving the salary standards of each position. Conscientiously do a good job in the basic work of labor wage statistics, and be responsible for the approval and review of daily wages and overtime wages;

12. Responsible for organizing the formulation, revision, supplementation, approval and implementation of the company's labor protection supplies;

13. Cooperate with labor safety education, participate in the investigation and handling of accidents, and put forward handling suggestions;

14. Organize training and education management. Cooperate with various departments to do a good job in professional and technical training and education organization;

15. Have the right to propose subordinate candidates to the supervisor and evaluate their work.

Personnel Manager: Plans, directs and coordinates the personnel activities of the organization, ensures the rational use of human resources, manages claims, personnel strategy and recruitment, etc.

The HR Manager is the one in which most of the management and executive positions are replaced by experienced junior managers and executives, and the HR Manager can be promoted to General Manager, up to the highest position, President or CEO, or seek more potential positions in other organizations.

The best academic qualification for a Human Resources Recruiter is a Master's Degree in Human Resources, and an undergraduate degree in Management or Liberal Arts can also qualify for this position. Courses in business, human resource management, psychology, and more are also good preparation for this position. Trained in modern human resource management techniques, labor regulations, financial accounting knowledge and management ability development, they also need to be familiar with contract management, salary system, employment mechanism, insurance benefits and training policies.

Writing skills, presentation skills, office software skills, and foreign language skills are also important for this position, as is work experience.

SSC is the Personnel Manager (HRSSC). The personnel manager mainly assesses whether he can conscientiously implement the constitution, laws and decrees of the country, whether he has the moral character that the staff should have, whether he has the professional skills to do his job well, and whether he has the necessary cultural knowledge and practical work ability.

Personnel managers belong to the category of administrative management, mainly some transactional work. The personnel manager is responsible for the decision-making of hospitality leaders. The personnel manager takes things as the core, emphasizing "being superior to people and evaluating people because of things". Whether the work task is completed or not is the starting point of all management activities.

Job Responsibilities. 1. Responsible for the company's human resource planning;

2. Formulate job descriptions and formulate and revise personnel systems;

3. Responsible for the recruitment and interview of the company's employees;

4. Responsible for the contract management of the company's employees;

5. Responsible for employee performance appraisal;

6. Handle the resignation, dismissal, resignation and other related procedures of the company's employees.