If you have any questions about applying for the job, please have a senior human resource manager, t

Hello. I'm sorry to tell you that your chance to retake the test is gone. However, you may be hired directly by the company.

After looking at the job responsibilities and requirements you posted, the position you applied for should be the position of production management manager or minister.

The salary for this position is relatively high, but it may be lower due to your own requirements.

There are two possibilities here, depending on your own wishes and the company's situation.

1. If the company is a large company with a rigorous system, you may not have the opportunity to apply for this position. Because the company's various links and processes have fixed requirements and standards.

2. If it is a private enterprise that is developing and is more optimistic about moving forward, you can go to the company for actual trial and use your own ability and talent to get the company's recognition.

Finally, I would like to advise: Opportunities still depend on grasping. Opportunities need to be given to those who are prepared. Good luck.

If you apply for the position of quality supervisor, the chance of re-examination is not large, because of the difference in your academic background and management experience, your first test is human resources, and their quality requirements will not be too high.

It's not that your brain is hot, the key is that the starting point is low, although you have a similar job skill experience, but there may be some gaps from the requirements of a quality assurance manager. Personally, I think that the key to whether it is an opportunity to re-test is to see whether the company is likely to find a job that has been in the same level of position, and the company is waiting for the opportunity.

Summary. Seek answers to your HR questions.

Single day off every month. For example, 6,500 a month in July, 8 hours a day. How much do you get for 8 days.

Get a basic salary overtime pay, in July, 1750 basic salary, 9 days, usually 16 hours of overtime, times. 16 hours of overtime on Saturdays, twice as much. How much money to take.

There are 31 days in July, so it should be 27 days to count as full attendance.

Hello dear, about 1700 yuan for eight days.

What I want to ask is how it is calculated. The first, and the second. I want to calculate the salary of others, and I don't understand it myself, so I asked you.

I don't know how much you pay for overtime, I'll calculate it for you.

Usual overtime pay, double is.

Are you talking about a full month or nine days?

You don't have a clear subject.

I don't want you to count as overtime. You count, July 2021 employee. Single rest per month. 1750 base salary. I left my job after working a 9-day shift.

Good. 508 yuan.

How do I want to calculate it, and then compare my calculations to see if I am wrong?

The basic salary is 1750, and then there are 31 days in a month, and he goes up for 9 days, 1750 39=508

Why 39, please tell me. I'm 23. It's been tangled for a long time.

Typing it wrong, it's 31 and then x9

For example, I am still interested in this position, and I believe that I can do a better job in this position. During the interview process, try to tell some of your strengths, such as what industries you have been engaged in, and how many years have you worked in this industry? Including some employment experience and the like.

Then you can also talk about your own advantages, such as being more responsible at work, how to be more enthusiastic about work, and positive.

Human resources positions require interviewers to have a good affinity and be able to communicate with others substantially, and interviewers should pay attention to their interview etiquette and skills.

HR roles require strong verbal skills and quick thinking, and you need to pay attention to the content, tone and sincerity of your wording during the interview.

Carry out the arrangements of the superiors while reserving their own opinions. And discuss your opinions with your superiors.

Although I think my opinion is correct, it is very common for my superiors to think that it may not be correct at different levels.

Discuss the problem with the leader, use the starting point or cause of your good thoughts, and start to say that you have to say in a bad direction little by little, and you can't be too direct, you can't leave too big loopholes, ask your leader to seize the loopholes, and guide your leader to think in the direction you envision, and use his mouth to say your thoughts.

xx I think we have different points of view on this project, so I will share my views and you can listen to them and take each other's opinions.

If you want to engage in this work, you must first understand the professional knowledge and job responsibilities in this area, for example, if you go to interview a company's human resources specialist, you must understand the 6 modules of human resources clearly, human resource planning, personnel recruitment and allocation, training, performance appraisal, compensation and incentives, employee relations, etc. It's not just about understanding the concepts of these modules, but also about how to use them.

As a newcomer, I personally think that you should first find a company that is willing to cultivate new people, no matter how big or small, and then look for a company with some scale or development potential when you have a little foundation.

As for when you go to the interview, I suggest that you answer the questions asked by the interviewer truthfully, don't be nervous, pronounce the sentences clearly and logically, don't be bullish and don't be polite.

Since I have worked in sales, I should still have an advantage in interpersonal communication. You can choose to start with the recruitment module of HR and work your way up to the other modules.

The key now is to write a skillful resume that skillfully combines your work experience and strengths with the role you're applying for, so that the company can recognise that you are up to the position. During the interview, also take care to highlight your HR-related strengths, including adding your understanding of HR.

I wish you success in your career change.

1. You need to determine your career goal: human resource management. Whether this career goal is really in line with you (because you are a non-management major, you don't know anything about this discipline, and you don't have core strengths, so I'm worried that your career goal is biased);

2. If you decide, you can take a certificate and qualification certificate for human resource management;

3. In the process of learning, don't look at how others live, because your purpose is not only to get this certificate, but more importantly, you need to learn the professional knowledge of human resource management more comprehensively;

4. If you can't find a job because of experience or professional problems, you can first choose to work in a company with this department, no matter what position, and then observe and imitate their work content;

5. I'm almost done studying, let's go out and try it again.

Closing remarks: I would suggest you review your career plan.

Nature is all natural. Now the boss has seen a lot of contrived things. Nature is the best.

Doing personnel work generally requires experience, the major is not particularly important, you had better read more books, learn some introductory knowledge, it is also necessary to take a certificate, find a training class or online class can sign you up.

First question.

What should I do if the company is not looking for people?

This is not a problem at all, no matter how low the salary is, you can recruit people, you look at Foxconn, isn't recruitment very prosperous now? You have to have your own means, through the employment center, as well as the employment support stations in nearby villages to help you recruit people, these places can find hundreds of people, and what kind of people to recruit, even this is not clear. What you're learning is too formal.

Second question.

If the employee does not purchase social insurance, what should the employee do if he sues the company?

What you said about training is not good, there are regulations, employees must sign a labor contract after the expiration of the internship, must buy social security, it is difficult to hide.

The enterprise is the boss's business, if you are the human resources manager, you only serve him, so you have to listen to his orders, and he shouts that you will not buy social security if you don't buy it.

The specific operation is as follows, and such groups are specifically indicated when recruiting, 1The workers who went bankrupt in the original state-owned enterprises and the employees who went bankrupt in the original state-owned enterprises have bought full social security, so even if you want to buy it, the Social Security Bureau will not allow you to buy it.

2.Rural hukou, land expropriation, buyout 15 years of social security.

3.Temporary workers who work no more than 4 hours a day.

4.This is illegal, but it can minimize the company's troubles, make it clear that there is no social security when recruiting, and ask employees to fill out an application for not purchasing social security, and there is a camera to keep.

As for the future disputes, if others sue you, it is estimated that your boss is also a black-hearted boss, and you must not do any labor law training, if you come to the door, according to the boss's intentions, that is, drag it to the court through formal channels, and the arbitration does not need money now, and it costs 10 yuan to fight a lawsuit, but the problem is that there is no time? They can't afford to spend time, which can refer to many companies to recruit non-local employees.

This method is very bad, and the boss is even more detrimental, I advise you to be cautious, if you can't solve the dispute in the future, you will be a scapegoat.

To add, in fact, the most important thing for this HR manager is to have the means to serve the boss.

First of all, to the point, yours is indeed not bad, but now HR is to serve the enterprise, many business owners, because they themselves have not read a lot of books, many people are legally illiterate, so the interviewer asks questions based on the actual situation of the enterprise, and there is nothing tricky, because it may be a common thing in their company, you don't go, if you go, now you are miserable, think about it, if you encounter these things every day, the boss does not act according to the law, and the arbitration calls ** every day to greet you, Then talk about how unprofessional you are, aren't you also upset, the HR people upstairs are all refined, indeed their methods are really usually used by us, sometimes we also do something with a clear conscience, but we are also part-time, there is no way.

However, I think that the most fundamental thing is to popularize the law to the boss, we usually train others, we can also train the boss, if his idea is good, we will not be like this, this is just a small personal idea, because I once had a training in the supervision department, I took the boss there, and then he reined in a lot in labor disputes.

The first question is that the salary cannot be changed, and it can be improved in other aspects, such as diversity of work, providing employees with a clear career planning process, effective internal communication mechanism, and full empowerment ......For candidates, salary is not the only pursuit.

The second question: it can be said that after the implementation of the new labor contract law, it is basically not allowed to exist large and medium-sized enterprises that do not pay insurance, but many small enterprises will still want to save this cost, your first paragraph is very good, and then how to say it depends on your impression of the unit to decide what!

The questions asked were very good.

This is the most common problem faced by the company, and it is also the problem that the personnel department usually deals with the most.