Streamlined and practical personnel management system for private enterprises

Hello! 1. At present, the content of enterprise personnel management mainly includes: human resource planning, recruitment and appointment, employee training, wages and benefits, performance appraisal and rewards and punishments, attendance and leave, personnel files, employee rules (or rights and obligations), labor contracts and resignation management, etc.

Second, in large enterprises human resources planning is an important part of enterprise development and personnel training, small enterprises are generally included in the provisions of employee recruitment.

Third, the personnel system of some large enterprises is called the human resources management system, and the small enterprises mainly follow the kind of management system that focuses on personnel work. However, some provisions are indispensable, such as personnel appointment and dismissal procedures, the signing and management of labor contracts, the embodiment of the confidentiality system in the personnel system, personnel file management, etc., if the enterprise's attendance system and salary system are independently written, they can be cited in the personnel system, such as "see the system", etc., if there is no independent document, it should also be formulated in the personnel system.

Fourth, the form of setting up the system chapter. The simple and straightforward form is to formulate each content into a chapter and each specific matter into a one.

The following is a basic outline of the personnel system for small businesses based on my experience:

Chapter I: General Provisions.

Purpose, principles, main responsible departments and their responsibilities.

Chapter 2: Employee Recruitment.

Formulation and implementation of recruitment plans, including the formulation, approval and release of recruitment plans;

Reception and review of applications, interviews with responsible departments, content and hiring decisions, and rejection of employment;

Recruitment procedures, probationary period after hiring, application, evaluation and approval of probationary period.

Chapter 3: Employee Appointments.

Sign the labor contract according to the instructions of the leader, and clarify the job responsibilities and confidentiality clauses in the labor contract if necessary;

Job responsibilities, transfer (promotion) during the appointment period.

Chapter 4: Staff Training.

Training plan, form, content, requirements, assessment, etc.

Chapter 5: Performance Appraisal.

The standard, form, duration, results (rewards and punishments) of the assessment, etc.

Chapter 6: Salary and Entitlement.

The basic salary composition and grade standards of the enterprise or position; Adjustment of benefits and salaries.

Chapter 7: Attendance and Leave (Quote).

Chapter 8: Resignation Management.

Resignation, dismissal, contract termination, termination of labor relations, severance and resignation.

Chapter 9: Staff Code of Conduct (Citation).

Labor discipline, professional ethics, civilized etiquette and other behavioral norms.

Chapter 10: Personnel file management.

Establishment of employees' personal personnel files, personnel information management, document archiving management in personnel procedures, etc.

Enterprise management is actually to manage people, now well, there is a management system that allows enterprises to manage people well, and they can be unfettered, you just need to check on Google: 298 labor contract and supporting rules and regulations. You will definitely be impressed by the leader, and it is also a competitive advantage to increase your own workplace competitiveness several times, so that you can gain at least 5 years of front-line practical experience.

The sparrows are small, and they have all the organs! No matter how small a business is, it has its own rules and regulations! No rules, no circle!

The personnel system can be determined according to their actual situation, and the key question is: the boss wants a bowl of water! At the same time, if the system is set, then it will be strictly implemented! You can't change your order overnight!

I wish the company to grow as soon as possible!

Establishing, executing, and enforcing what loopholes in the execution process are filling!!

1. Recruitment system.

2. Training system.

3. Performance management system.

4. Salary and rank management system.

5. Employee development system.

6. Human resource planning system.

7. Organization and position management system.

8. Human resources information management system.

You refer to it.

Including: 1. The overall planning of human resources includes current and future job planning, and 2. Personnel recruitment and allocation.

3. Performance appraisal.

4. Personnel training and development.

5. Salary management.

6. Labor relations.

With these elements, it's pretty much the same.