The importance of enterprise personnel administration

Personnel Administration & EnterprisePersonnel managementThe differences are: different management objects, different management rights and different purposes.

First, the management objects are different

1. In China, the management objects of the cadre personnel system are party and government organs and social organizations.

Leaders and staff, enterprises and institutions.

of managers.

2. National civil servants.

After the establishment of the system, the personnel administration will be mainly managed by state civil servants, and the personnel management of enterprises and institutions will gradually expand from the management limited to management personnel in the past to the management of all employees.

Second, the management rights are different

1. The power of personnel administration and management comes from the state administrative organs.

is an aspect of the executive power of the State. Personnel administration is the management of state administrative personnel on behalf of the state administrative organs.

2. The personnel management right of the enterprise is the property right and the right to operate the assets of the enterprise. This kind of property rights and management rights vary according to different economic sectors, for example, the personnel rights of joint-stock enterprises are in the hands of the board of directors composed of shareholders;

Third, the purpose is different

1. The main purpose of enterprise personnel management is profit, and personnel behavior follows the laws of the market;

2. Personnel administration is based on serving the country and the public, rather than for profit.

The role of enterprise personnel management:

1. It is used to standardize the code of conduct of enterprise employees.

2. Coordinate and straighten out the relationship between the management of the enterprise.

3. It is the basic guarantee for the employees of the enterprise.

4. It is the basis for the work of enterprise employees.

The above content refers to Encyclopedia - Personnel Administration.

Encyclopedia - Enterprise Personnel Management.

Taking high-performing employees as a sample, the competency model for each job category can be extracted, which is divided into three aspects: general quality, professional ability, and management ability. Formulate job levels and job standards, divide each job category into 3-5 ranks from low to high, and determine the post competency characteristics standard of each rank according to the competency characteristic model, which is the goal of talent training. Formulate the curriculum system and trainer competency standards for each grade, develop corresponding knowledge and skill training courses, and compile a test question bank.

Through internal training and external hiring, knowledge lecturers and skill coaches for various courses in the enterprise are selected to form a sufficient teaching team.

Establish a training implementation mechanism. Establish training and implementation mechanisms such as demand branch analysis, curriculum implementation, effect evaluation, facility management, cost management, and credit mechanism. to ensure the effective implementation and effectiveness of the training courses.

Of course, if the enterprise cannot complete the internal training system on its own due to manpower and capital problems, it can also use the one-stop enterprise training platform of Magic Academy. Vertically, clarifying the mature stage of Company A's current training work is the premise of grasping the key points of training system construction and distinguishing priorities.

For Company A, the current training work has a high degree of business relevance in terms of content, but it is known for the lack of brand talent projects, iterative updates and leanness; Judging from the training feedback, the completion of the company's annual training plan is acceptable, but the attention of the senior management and the satisfaction of employees with the training are average. Past resource inventory includes, but is not limited to, curriculum resources, lecturer resources, training management systems, etc.; The analysis of the current work pain points includes both the complaints raised by the organization from the top down, and the improvement of employees' satisfaction with training from the bottom up.

The expected effect in the future includes not only clarifying the work boundaries and procedural specifications of training management between the headquarters and subsidiaries through system construction, but also coordinating online and offline collaboration through resource sharing to form an information-based training management model. The training system is a dynamically balanced system. Including the adjustment of the training course system and training instructors, how to stimulate the training willingness of students, how to develop and manage training providers, how to transform the training course content into work file cheating process and standardized operation documents, etc.

These should be considered by the training system and implemented through the development of relevant systems.

We must understand the structure of the company's administrative bureau such as the organization of Xiheng, and then recruit the employees needed by the company, do not open our eyes to the same position to play a different role, bring the greatest benefits to the company, must give employees relevant management training, to care about the daily life of employees, to do a good job in the assessment of the corresponding performance salary.

I think that if you want to do a good job, you must first improve your emotional intelligence and ability to get along with colleagues, and you should also observe the behavior and work status of your colleagues in your daily life, score their behavior in life, and observe their positive attitude and quality of work.

First of all, you should grasp the confidence of a manager of some people in the company's bidding, and pay these employees regularly, and you should reward and punish the mistakes of employees.

Personnel administration is characterized by a high degree of professionalism, close relationship with personnel, flexibility and adaptability.

1. High degree of professionalism.

One of the characteristics of personnel administration is a high degree of professionalism. Personnel administration practitioners need to have a wide range of professional knowledge and skills, including an understanding of regulations and policies in labor law, labor contract management, compensation and benefits system, performance evaluation, etc. They also need to have good communication skills, problem-solving skills, and good organizational and coordination skills to be able to handle various personnel matters effectively.

In the field of personnel administration, professionalism is a very important feature. Personnel administration practitioners need to have a wide range of professional knowledge and skills, covering a wide range of regulations and policies. They need to understand labor law, which is the legal framework that governs employees' employment and working conditions, including provisions on employment contracts, working hours, vacations, social insurance, and more.

HR practitioners need to have a wide range of professional knowledge and skills, including an understanding of regulations and policies in labor law, labor contract management, compensation and benefits system, performance evaluation, etc. In addition, they need to have good communication skills, problem-solving skills, and good organizational and coordination skills.

2. Close relationship with personnel.

Another characteristic of personnel administration is the close relationship with personnel. As one of the departments in an organization that has the most direct contact with employees, the personnel administration department plays an important role in recruitment, hiring, training, performance evaluation, benefits management, etc.

The personnel administration department is responsible for recruiting and hiring new employees. They are involved in developing recruitment strategies, posting job advertisements, screening resumes, conducting interviews, and selection. In this process, connect with candidates and assess their abilities and suitability to ultimately select the right talent to join the organization.

In this process, the Person-Led Travel Executive needs to build a positive relationship with the candidate, understand their expectations and needs, and provide the necessary information and support to ensure a smooth recruitment process.

3. Be flexible and adaptable.

The third characteristic of personnel administration is the need for flexibility and adaptability. With the continuous development of society and organizational changes, personnel administration work is also constantly changing and developing. Personnel administration practitioners need to be able to flexibly adapt to the application of new management methods and technologies, and constantly improve their professional capabilities to adapt to the changing organizational environment.

With the advancement of technology, the way of working in personnel administration is constantly changing. The application of new information technology and the human resources management system has made the work of personnel administration more efficient and convenient.

From recruitment to employee information management, from compensation and benefits management to performance evaluation, all aspects of work can be automated through computers and the Internet. Therefore, personnel administration practitioners need to be familiar with and master these new technologies and tools, and flexibly apply them to the practice of the workplace.

Administrative management is mainly to assist the work and daily management of various departments.

Personnel management is responsible for recruitment, entry, resignation, insurance, training, and assessment.

Compress organizational costs, rationally plan wage levels, and at the same time maintain industry competitiveness1 The manpower required to maintain the normal operation of the organization.

2. Ensure the stability and enthusiasm of the core members of the team.

3. Performance appraisal to maximize the value of the organization's members.

4. Manpower recruitment and training.

5. Formulation, review and release of relevant systems.

6. Handover with the first department and deal with labor-management relations.