How to do a good job in HR management, and how to do a good job in HR salary management

HR management can make the daily routine personnel work of the enterprise possible to be completed quickly and efficiently through human resource management software, reduce the cost of human resource management, and enable managers to concentrate on the strategic goals of the enterprise. So how can we do a good job in HR management? Let me take you to find out!

The management of human resources is like watching the fish through the water, you just have to circle the area and build a good pool, and then turn a blind eye and let the fish swim in a good way, anyway, they can't swim out of the frame you draw. It's just that some people are not at ease, and they have to jump into the pond to interfere with the direction of the fish, thinking that in this way the fish is swimming in a standard manner, and in the end it is just a matter of getting its own water, and the fish should swim how it should swim. That's getting yourself wrong, remember, the HR director is just a fishwatcher, a laid-back fishwatcher.

Be yourself and manage others easily, here are the eight functions of HR:

1. Establishment of organizational structure and adjustment of organizational structure. In the face of different corporate goals, how to set up the organizational structure and what institutions to equip with.

2. Overall human resource planning. How to formulate personnel plans, supply analysis, and demand balance analysis according to development.

3. Human resource management cost budget and benefit analysis. The project of human resource management expenses is generated by the role of enterprise efficiency. 4. Job analysis and job evaluation.

Clarify the purpose of the work, master the procedures of job analysis, select the method of job analysis, and carry out the post. Competency analysis.

5. Recruitment and allocation. Understand the recruitment process, analyze the recruitment channels, set the recruitment strategy, and grasp the method of personnel selection.

6. How to choose training institutions for training and production, determine training objects, analyze training needs, formulate training plans and cost budgets, set up training courses, select training teachers, and evaluate training results.

7. Performance management should apply the method of selection and evaluation, formulate performance management strategies, and understand and master the evaluation content (preparation, facts, evaluation, and summary). Bad application can have undesirable consequences.

8. One of the most complex tasks in labor management is also the most common and the most difficult to deal with.

For example, compensation management: to investigate, plan, structure, adjust, accounting, benefit design, and so on. I only talk about the "three modernizations"; legalization of labor relations; the written labor system; Evidence of labor management.

To do a good job in payroll management, the human resources (HR) department can take the following measures:

1.Market research: HR departments need to understand the salary levels and differences in their industries and regions, and formulate a reasonable salary management system based on this dilemma.

2.Job Analysis: Determine the salary scale and salary structure of different positions through the analysis and evaluation of the responsibilities and work content of different positions.

3.Establish a performance appraisal system: Establish a scientific performance appraisal system to evaluate employees' performance with quantitative and comparable indicators to provide a basis for salary management.

4.Transparent and open: Establish a transparent and open salary management system, so that employees can understand the company's salary policies and standards, and enhance the trust and recognition of employees.

5.Provide benefits: In addition to the basic salary, provide competitive benefits such as medical insurance, provident fund, holiday benefits, training opportunities, etc., to improve employee satisfaction and loyalty.

6.Regular evaluation and adjustment: Regularly evaluate and improve the salary management system, and adjust and improve it according to the development of the enterprise and the needs of employees to adapt to the changing environment and market demand.

7.Establish a reasonable salary system: The HR department needs to formulate a salary management system in line with the actual situation of the enterprise according to the situation of the enterprise, including salary structure, salary differences, etc., to ensure the fairness and reasonableness of salary management.

In short, to do a good job in salary management, the HR department needs to have a comprehensive understanding of the needs of the enterprise and employees, establish a scientific salary management system, and provide competitive salary and benefits to improve the work enthusiasm, satisfaction and loyalty of employees.

For enterprise HR, the most important component of payroll managementHuman resource management is not only the focus of its own work content, but also the difficulty of work content. It is precisely because the employees of many enterprises are dissatisfied with the salary management that they frequently change jobs, which brings great challenges to the stability and development of the enterprise.

So, as an enterprise's HR, what kind of strategy should be adopted to do a good job in payroll management?

First of all, the compensation concept and compensation strategy must be reasonable. Enterprises must let more employees understand in the concept of compensation that only the efforts that truly create value for the enterprise can be rewarded with their own value. Of course, for the compensation strategy, the company must effectively combine the company's compensation strategy with the company's development strategy, corporate culture and employee needs, which is very important for motivating and retaining employees.

Secondly, it is necessary to ensure the fairness of the remuneration system. For enterprise employees, they don't care whether their salary is high or low, and what they really care about is the enterprise management idea of "not suffering from widowhood but suffering from inequality". Therefore, it is very important for companies to ensure sufficient fairness in terms of compensation and compensation system.

Before that, many companies were ensuring the internal and external fairness of the compensation system through job evaluations and salary surveys. Job evaluation can better reflect the value and contribution of the post caller, and the salary survey as an important part of the salary design, the main role is to ensure the market competitiveness of the salary system, that is, external fairness.

Finally, performance appraisal should be strengthened. In fact, in enterprises, the implementation of performance appraisal itself is an important guarantee for the fairness of the compensation system. Through performance appraisal, the effective linkage between employees' work performance and salary not only reflects fairness, but also has a strong incentive effect.

In conclusion, if HR wants to do a good job in salary management, it is necessary not only to clarify the salary concept, but also to pay attention to job evaluation and salary survey, and at the same time, Duan Mao strictly implements performance appraisal. ;

Those who are familiar with human resources know that there are six templates for human resources, namely: human resource planning, recruitment and allocation, training and development, performance management, compensation and benefits management, and employee relationship management. These six templates are all very important.

Among them, salary and welfare management is an effective means to motivate employees, mainly because enterprises develop a reasonable salary and welfare system to treat employees fairly and improve their enthusiasm, which is a particularly critical template for enterprise development. How HR should better manage payroll, I have a few tips for your reference.

1.Be targeted and prescribe the right medicine.

Each company has a different compensation management and a different benefit system for employees in different positions, so it should be specific to its own company. The development model formulates a salary management system, improves the system in combination with the development characteristics, and gives each employee the fairest benefits. When problems arise, they can be summarized in a timely manner and targeted, so that effective measures can be taken to make the company operate normally, ensure the smooth progress of salary management, and maintain a balanced ratio between systems.

2.Put the boat down the river and hang pictures on the scene.

The meaning of the second suggestion is actually similar to the first, but it goes deeper than the first. There will always be conflicts between employees due to unfair treatment due to unequal remuneration and internal imbalance, which can easily lead to the inability of the enterprise to operate normally, damage the company's image, and lead to losses. Therefore, in terms of salary management to be reasonable, for the same position of employees, the treatment should be based on each person's ability to contribute to the company to give a certain amount of subsidies, what kind of ability to take what level of wages, to integrate the specific performance of employees, when appropriate to carry out assessment, so that the scene is hung up, through the ability of employees to give the corresponding salary and benefits.

3.Lead by example and seek truth from facts.

Under the premise of the first two, the management within the enterprise should lead by example, seek truth from facts, and handle the relationship with employees. The salary system between the corresponding employees can not have too exaggerated gaps, although the positions are different, the corresponding benefits will be different, but also to seek truth from facts, can not embezzle the welfare of employees for their own interests, according to the performance of the assessment and distribution, remember not to deploy the salary at will, to make reasonable arrangements according to the actual contribution, to achieve fairness and justice, reduce internal dissatisfaction, to ensure a good relationship between employees and enterprises, to create a harmonious corporate environment, to promote the effective development of enterprises.

4.Improve regularly and make progress together.

In addition to formulating reasonable remuneration treatment, the remuneration system should also be improved regularly to ensure the interest relationship between the company and employees, and at the same time communicate with employees to make progress and develop together.

The above suggestions hope to better help HR with payroll management. ;

Who is HR in a startup What is the role of HR in a startup?

It doesn't seem like a problem, of course HR is HR, but it's not. First of all, it is necessary to ask whether the startup company has the role or position of HR, generally speaking, the HR of the startup company is the founder, and generally does not set up HR, and 70% of the CEO's job is to find the right person in the company's initial stage, which is too important. Moreover, the people who start to come in the start-up company are generally bulls who can stand alone, and they have the basic literacy of HR.

Therefore, you can position it as everyone's assistant first, and you can do services to solve your worries.

What does HR do for startups?

There are many things that HR needs to do in start-up companies, which can be summarized as follows:

1. First of all, you need to have an in-depth understanding of the company's strategy, the opportunities and challenges faced by the industry;

2. Establish corporate culture, summarize the company's vision, tasks from the first day, and write it down;

3. Gradually establish effective processes and procedures;

4. Let me build various frameworks such as salary and performance;

5. Enterprise recruitment and talent retention;

6. Influence management strategies and provide valuable decision-making suggestions for management. Wait a minute.

In general, the HR of a start-up company should be a personal generalist; In the frank envy bureau, "people" is the most important link.

1) The first thing is to attract the right talent in the shortest possible time.

2) Retain talents, especially those core key talents, and say a very vulgar saying "there are ways to have money, and there are ways to have no money if there is no money", HR should work hard in this regard;

3) Since it is an entrepreneurial company, many employees in management roles may not have good experience, and HR should be able to provide relevant training and assistance.

Finally, attracting the best talent in start-up companies remains key because it is closely linked to the company's future.

What are the core responsibilities of HR in a startup?

What are the core responsibilities of HR in start-up companies (before Series B)?

Camp people's hearts and build an elite team.

Doing business is to gather wealth and people, and it is particularly important for start-up companies to gather people, and if you don't gather people, you can't develop to the stage of gathering money. Therefore, it is particularly important to manage people's hearts in the entrepreneurial stage, and this responsibility is also the only HR (the same is true for the boss).

How to manage people's hearts:

1. Focus on growth; 2. Serve talents; 3. Make good use of incentives.

How to build an elite team:

1. Find the best one; 2. Listen to the wind and untie the knot; 3. Remove the false and keep the true.

Since you will position your future career development in HR, you must accumulate relevant work experience in a down-to-earth manner, human resource management is a general-purpose and strong basic management function, and any enterprise must follow its basic management rules. Find a company to accumulate practical experience in HR, learn and master a solid HR professional skills, even if you change companies and industries in the future, these experience and skills will still benefit you a lot.

You can learn some local labor laws, understand the knowledge of social insurance, and at the same time look at some recruitment, training, salary and benefits, performance appraisal, personnel planning and other aspects of the content, but also pay attention to the communication of interpersonal relations, human resources is a coordination department, need to work together with other departments in the company.

If possible, you can rely on a human resources specialist certification from the Ministry of Labour.

As far as I understand, the so-called HR assistant position may seem simple, but it is not. First of all, you should understand the qualities that HR should have. First of all, for a professional HR, often the theoretical knowledge cannot keep up with the speed of industry development, so in addition to doing the duty of HR, you should pay more attention to market information.

Thank you, I'm - the army sweeps the sea.