Does the HR head have the right to fire an employee? Does the head of the human resources department

The right to be dismissed. Job Responsibilities:

1. Provide professional human resource management and consulting services for all departments and employees of the company;

2. Recruit and deploy appropriate personnel for all departments of the company, specifically responsible for the recruitment of middle and senior personnel, and other personnel will only be reviewed;

3. Review the labor relations handling and management of all personnel of the company;

4. Review the payment and payment of salaries and benefits;

5. Coordinate and deal with labor disputes arising from work;

6. Coordinate the training of employees to equip them with the knowledge and skills required for the position;

7. Review training matters, training rewards and punishments, etc.;

8. Provide consultation on human resources policies, regulations and systems for all departments and all employees;

9. Publicize, implement and implement the human resource management programs, projects and policies of the company's headquarters and business divisions;

10. Review the organizational structure and staffing of each department;

Ten. 1. Formulate a series of human resource management systems and supervise the implementation of various departments, so that the company has a sound and effective human resources policy and management process and ensure effective implementation;

Ten. Second, the overall control of labor costs, effective cost savings;

Ten. 3. Create an internal incentive mechanism to give full play to people's talents and explore people's potential through training;

Ten. Fourth, performance management, the establishment of a set of effective survival of the fittest incentive mechanism, to deal with performance management issues;

Ten. 5. Review the performance appraisal situation, analyze the performance appraisal results, and answer performance appraisal related questions and other related performance management issues;

Ten. 6. Department staff training to establish a strong and professional human resource management team;

Ten. 7. Lead the work assigned temporarily.

As long as it is implemented in accordance with the company's rules and regulations, it has such a right.

There are no rights. If the employee is to be fired, it is suspected that the labor contract of the bureau is illegally terminated, and the employee should be compensated for economic losses.

Human resources did not speak, and the department head has the right to let the department employees leave, after all, the department head is the upper leader of these employees.

The head of the department does not have the right to ask employees to leave, only human resources and bosses have the right to leave employees.

Pro-legal analysis: the right to dismissal. Supervisor's Job Responsibilities:

1. Provide professional human resource management and consulting services for all departments and employees of the company; 2. Recruit and deploy appropriate personnel for all departments of the company, specifically responsible for the recruitment of middle and senior personnel, and other personnel will only be reviewed; 3. Review the handling and management of labor relations of all personnel of the company; 4. Review the payment and payment of salaries and benefits; 5. Coordinate and deal with labor disputes arising from work; Sixth, the co-ordinator of the training of wide burial workers, so that they have the knowledge and skills required for the post. Legal basis: Article 46 of the Labor Contract Law of the People's Republic of China The employer shall pay economic compensation to the employee under any of the following circumstances:

1) The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law; (2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee; (3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law; (4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law; (5) Except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract, the fixed-term labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law; (6) Terminating the labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law; (7) Other circumstances provided for by laws and administrative regulations.

Terminating an employee is an important personnel decision that requires certain legal procedures and ethics to follow. Here are some suggestions and steps to consider:

Determine the reason and basis for the dismissal: Before dismissing the employee, the department head should identify the employee's problems and shortcomings, and interview and warn the employee so that the employee has the opportunity to correct the problem. If the problem cannot be resolved, the head of department should prepare specific evidence and evidence to ensure that the dismissal is legal and reasonable.

Prepare written documentation: Dismissal requires a written document, which should include the reason for dismissal, the date of dismissal, the final payment of wages and benefits, and a description of the employee's rights and responsibilities.

Contact Human Resources and Legal: Before proceeding with a dismissal, the department head should contact the Human Resources department and the Legal and Legal Affairs Department to understand the company's policies and legal requirements, ensure that the dismissal process complies with the company's policies and legal requirements, and does not violate the employee's rights.

Conduct interviews with employees: Department heads should conduct interviews with employees to inform them of the reason and date of dismissal, as well as the final payment of wages and benefits. During the interview, the department head needs to remain calm and professional and avoid arguments or emotional communication with the employee.

Maintain confidentiality: In the event of a dismissal, department heads need to maintain confidentiality and avoid revealing details or reasons to other employees. This helps to maintain the company's reputation and the dignity of its employees.

In conclusion, department heads should follow company policies and legal requirements when terminating employees, maintain professionalism and confidentiality, and work closely with the human resources department and the legal department to ensure the legality and reasonableness of the process.

There is generally no opinion on personnel, and the appointment and dismissal of personnel generally only needs to solicit the opinions of the department's closed-door supervisor and superior leaders.

If you are the head of the HR department, you can give an opinion from a legal point of view. For example, how to dismiss is in accordance with the provisions of the labor law, but it does not mean that I do not agree with your dismissal, or that I ask you to use this employee.

Legal Analysis: Power to Dismissal. Supervisor's Job Responsibilities:

1. Provide professional human resource management and consulting services for all departments and employees of the company; 2. Recruit and deploy appropriate personnel for all departments of the company, specifically responsible for the recruitment of middle and senior personnel, and other personnel will only be reviewed; 3. Review the labor relations handling and management of all personnel of the company; 4. Review the payment and payment of salaries and benefits; 5. Coordinate and deal with labor disputes arising from work; 6. Coordinate the training of employees to equip them with the knowledge and skills required for the post.

Legal basis: Labor Contract Law of the People's Republic of China Article 46 Under any of the following circumstances, the employer shall pay economic compensation to the employee: (1) the employee terminates the labor contract in accordance with the provisions of Article 38 of this Law; (2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee; (3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law; (4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law; (5) Except in the case where the employer maintains or improves the agreed conditions of the labor contract and renews the labor contract, and the employee does not agree to renew the labor contract, the fixed-term labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law; (6) Terminating the labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law; (7) Other circumstances provided for by laws and administrative regulations.

A department head cannot dismiss an employee. Under normal circumstances, it is not possible for the department manager to dismiss the employee, and the company will go through strict procedures to resign the employee, and the personnel department will make a decision, and issue a dismissal notice and a certificate of termination of labor relations. The department manager only has the right to manage the employees, and he can make some suggestions to the personnel department.

Once dismissed by the manager without cause, the employee should actively defend his or her rights.