What is the authority of the personnel commissioner and what does the personnel commissioner do

Job Responsibilities of a Personnel Specialist.

1. Job identification information.

Job Title: Personnel Specialist Department: Personnel Department.

Direct Supervisor: Personnel Manager Direct Supervisor:

Second, the job overview.

Implement and improve the company's personnel system and plan, training and development, performance evaluation, employee social security and welfare management.

3. Job responsibilities and tasks.

1. Organize and assist various departments in recruitment, training and performance appraisal 2. Review the personnel needs of each department according to the preparation procedures and determine the recruitment.

3. Implement and improve the policies and processes related to employee entry, regularization, change, resignation, etc. 4. Employee personnel information management and maintenance of employee files, and accounting for employees' salary and benefits.

5. Responsible for reviewing and filling in the qualifications of the candidates 6. Conduct pre-employment training and probationary tracking for the assigned personnel.

7. Responsible for the discharge of time cards and numbers for new and old employees.

8. Reply to and deal with the requests of the resigned.

Fourth, work performance standards.

1. Determine the entry salary of new employees.

2. Supervise the compliance of front-line managers with the personnel system.

3. Inspect and audit employee attendance.

4. Assist the company in the distribution of employee benefits.

5. Regularly revise and improve the recruitment process.

Fifth, the job and work relationship.

1. Contact with external applicants and interviewers.

2. Coordinate with various ministries to get in touch.

Sixth, the post work authority.

7. Professional skills of the post.

1. Office automation processing ability.

2. Human resource management ability.

Human Resources Specialists: Compensation and Benefits Specialists, Recruitment Specialists, Training Specialists, Performance Appraisal Specialists, Employee Relations Specialists. Each position has different job responsibilities, but in general, it is necessary to complete the job under the leadership of the human resources manager.

Personnel Specialist. Key Responsibilities:

1. Responsible for the establishment and improvement of basic labor and management information;

2. Responsible for the daily management of labor employment;

3. Responsible for the salary management of employees;

4. Responsible for the management of staff training.

1. Have the right to inspect and supervise the salary payment of each unit;

2. Have the right to make suggestions on how to deal with employees' violations of laws and disciplines;

3. The right to make suggestions on the selection and training of reserve talents.

Metrics or key performance indicators.

1. Employees violate laws and disciplines.

2. Basic management.

3. Staff training.

4. Implementation of key tasks.

Personnel specialist refers to the implementation and improvement of the company's personnel system and recruitment plan, employee training and development planning, performance evaluation, employee housing provident fund, social security benefits and other aspects of professional practitioners.

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2. Engaged in human resources for more than 1 year, with HR professional knowledge;

3. Have good written and oral expression skills, have affinity and service awareness, and have strong communication and comprehension skills;

4. Proficient in the use of common office software and related personnel management software;

5. Understand the national labor and personnel laws and policies;

6. Hard-working, meticulous and conscientious work, strong principle, good execution and professionalism.

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The main work of a personnel specialist:

1. Implement and improve the company's personnel system and plan, training and development, performance evaluation, employee social security and welfare management;

2. Organize and assist various departments in recruitment, training and performance appraisal;

3. Implement and improve the relevant policies and procedures for employee entry, regularization, change, resignation, etc.;

4. Employee personnel information management and maintenance of employee files, accounting for employees' salary and benefits, etc.

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Generally, the recruitment of personnel specialists in units or enterprises is required to have excellent written and oral expression skills, strong affinity and service awareness, communication and comprehension skills, and strong judgment and decision-making skills. Including meticulous and conscientious work, strong principle, good execution and professionalism, other requirements are secondary.

Human resource management refers to the rational allocation of human resources in a planned manner according to the requirements of the enterprise development strategy, and mobilizes the enthusiasm of employees, gives full play to the potential of employees, creates value for the enterprise, and brings benefits to the enterprise through a series of processes such as recruitment, training, use, assessment, motivation and adjustment of employees in the enterprise.

To ensure the realization of the strategic goals of the enterprise, it is a series of human resources policies and corresponding management activities of the enterprise. These activities mainly include the formulation of corporate human resources strategy, employee recruitment and selection, training and development, performance management, compensation management, employee turnover management, employee relationship management, employee safety and health management, etc.

That is, enterprises use modern management methods to plan, organize, command, control and coordinate a series of activities such as the acquisition of human resources (selection), development (education), retention (retention) and utilization (employment), and ultimately achieve the goal of enterprise development.

Its main responsibilities include:

1) Assign the right people to the right jobs;

2) Introduce new employees into the organization (familiarize themselves with the environment);

3) training new employees to adapt to new jobs;

4) Improve the work performance of each new employee;

5) Strive to achieve creative cooperation and establish harmonious working relationships;

6) Explain company policies and working procedures;

7) control labor costs;

8) Develop the job skills of each employee;

9) Create and maintain the morale of employees within the department;

10) Protecting the health of employees and improving the physical environment for work.

The work of a personnel specialist includes:

Implement and improve the company's personnel system and plan, training and development, performance evaluation, employee social security and welfare management.

Organize and assist various departments in recruitment, training and performance appraisal;

Implement and improve policies and procedures related to employee entry, regularization, change, and resignation;

Employee personnel information management and maintenance of employee files, accounting of employees' remuneration and benefits, etc.;

other day-to-day personnel work;

1. Personnel Commissioner:

Personnel specialists are professionals who implement and improve the company's personnel systems and plans, training and development, performance evaluation, employee social security benefits, etc.

Second, the personnel commissioner job requirements:

Practical ability in personnel recruitment, introduction, training and development, employee assessment, incentives, etc.;

Excellent written and oral communication skills, strong affinity and service awareness, communication and comprehension skills, and strong judgment and decision-making skills;

Meticulous and conscientious work, strong principle, good execution and professionalism;

Familiar with relevant national labor laws and regulations, familiar with human resource management workflow and operation mode;

Strong adaptability and internal and external communication skills;

Have a strong sense of responsibility and professionalism, and be able to work under pressure;

Good computer level, proficient in office software; Maintenance of employee files, accounting of employees' compensation and benefits, etc.

3. Job requirements:

College degree or above in human resource management, administrative management, Chinese, secretarial, Chinese language and literature and related majors;

Engaged in human resources for more than 1 year, with HR professional knowledge;

Good written and oral communication skills, affinity and service awareness, strong communication and comprehension skills;

Proficient in the use of common office software and related personnel management software;

Understand the various national labor and personnel laws and policies;

Hard-working, meticulous and conscientious work, strong principle, good execution and professionalism;

Have a strong sense of responsibility and professionalism, be fair and just, work rigorously, and be able to work under pressure.

To work as a personnel specialist, what are the requirements for a personnel commissioner?

University degree in Human Resource Management, Administration, China, Secretarial, Chinese Language and Literature with related occupations. Engaged in human resources for more than 1 year with professional knowledge in human resources. Good written, verbal, affinity and sense of service, communication and comprehension skills.

Proficient in the use of public office software and related personnel management software. Understand the national labor and personnel regulations. Hard work, careful care, strong in principle, good execution and professionalism.

Have a strong sense of responsibility and professionalism, fairness and justice, rigor, and can work under pressure.

Academic qualifications, university degrees in Human Resource Management, Administration, Chinese, Secretarial, Chinese Language and Literature and related careers can increase the success of your job hunt. If you are already working in the HR industry, you can work directly after your arrival. You have HR expertise, and your chances will be high.

The HR Specialist has to deal with people on a daily basis, and there are also written reports, and if you have good written, verbal skills, affinity and sense of service, communication and understanding, then you can easily get in. If you don't have work experience, then being proficient in using public office software and related personnel management software, and understanding the national labor personnel regulatory policy is something you must learn.

If you are of good quality, hard work, careful care, good principles, have good execution and professional literacy; Have a strong sense of responsibility and professionalism, fairness and justice, rigor, and can work under higher pressure. You can also learn after hiring. The general questions of an interviewer are:

Briefly introduce yourself (this interview is to see our language skills and presentation skills, and we also see if we are working in a place); You resigned from a previous company or unit (this time the interviewer wants to see the psychology of our candidates, this time you have to do it again); What kind of person you usually have any hobbies (you can feel some of your hobbies and preferences) are; How much money have you been specified by our company? What do you think about what companies often encounter or work overtime?

If you want to work as a personnel specialist, you must have a college degree or above, work efficiently, be patient, have a strong sense of service, be able to keep the company's secrets, and be able to understand your job responsibilities.

The job requirement is to formulate some relevant recruitment plans, and be responsible for the employee's labor contract and related litigation, or receive the arrival of new employees, tell new employees about some related affairs and experience, and if the employee violates the relevant regulations, it should be dealt with, and deal with colleagues every day. To master the relevant resources, you must be familiar with computers.

It is mainly responsible for formulating the recruitment plan, implementing the recruitment plan, and revising various versions, and also receiving staff visits.

The job of the HR specialist is mainly to develop recruitment plans, be responsible for the revision of labor contracts and labor agreements, receive employee visits, carry out recruitment work, deal with employee violations of records, etc.

1. Implement and improve the company's personnel system and plan, training and development, performance evaluation, employee social security and welfare management;

2. Organize and assist various departments in recruitment, training and performance appraisal;

3. Implement and improve the relevant policies and procedures for employee entry, regularization, change, resignation, etc.;

4. Employee personnel information management and maintenance of employee files, accounting for employees' salary and benefits, etc.

Personnel management authority refers to the independent exercise of personnel management rights by enterprises, and the right to hire, assess, appoint and dismiss management and technical personnel according to their own needs.

The specific personnel management authority is as follows:

1. The right to hire personnel: The managers of various departments of the company, the general managers of the branches, and the directors of each department have the right to decide on the recruitment and employment of direct personnel;

2. The right to approve the regularization of personnel: the managers of various departments of the company, the managers of the branches, and the directors of the company have the right to decide on the regularization of the directly subordinate personnel at the end of the probationary period;

3. The right to renew the labor contract: The managers of each department, branch and director of the company have the right to decide whether to renew the labor contract of the directly subordinate personnel when it expires;

4. Right to dismiss employees: The managers of various departments, branch managers and directors of the company have the right to decide on the dismissal of their direct personnel;

5. The right to decide on the internal transfer of employees: The managers of various departments, branch managers and directors of the company have the right to decide on the transfer in and out of their direct positions;