What is the main job handled by human resources

I'm not a senior, I'm your junior. But I'm going to spin around a bit to score points.

I studied Business Administration and Human Resource Management.

The Personnel Management Department includes:

Recruitment, Training, Compensation Design, Performance Evaluation, Career Design.

Human resources should not be used as a cost, but as a resource, and should be used well.

And now China's human resource management is learning from Western management methods! Focus on employee development and work efficiency improvement! Therefore, the human resources major in China is also a very popular profession (for large enterprises).

Performance, compensation, attendance, training, benefits, and much more.

There are many tasks in the human resources department, mainly to find suitable talents for enterprises; We have effectively managed the use of our human resources.

Human resources mainly refers to the personnel management of enterprise units!

The main tasks include:

1) Recruitment. 3) Training for new personnel.

2) Personnel appraisal.

4) Handling of labor insurance affairs.

Nothing to do! If you have just graduated, you can mix up the days first!

I'm into software! We are doing a human resource management system!

The company's talents have been effectively utilized and managed, and performance, salary, attendance, training, welfare and other assessments have been carried out.

It's just the personnel who do that.

Recruitment, training. Finding talent in this is the job of the human resources department. The main thing in daily life is to classify the recruits. Extract the essence from the coarse. In addition, we organize regular training.

Find the right talent based on the needs within the company.

1. Communicate at any time: Correct communication is necessary. The necessity of reporting and communicating the work content to the superior at any time; Mobilize the enthusiasm of peers and subordinates and arouse their enthusiasm for their own work.

2. Good environment: Use the "enterprise care" system in the HR module to build a better working environment in both hardware and software. For example, arranging team building can quickly shorten the distance between colleagues and have positive significance for work.

3. Information construction: improve the personnel information database, and have a comprehensive understanding of each person's characteristics, performance, and good content. Only in this way can we make human resources work more scientific and modern.

4. Assessment system: The construction of KPI system is very necessary, and is reflected in three aspects: salary management, assessment standards and reward mechanism. After improving the assessment system, everyone has a clear understanding of their own work core and enhances their sense of belonging to the enterprise.

5. People-oriented: The core of human resources work is to serve people, and it is necessary to be people-oriented, respect and trust talents, and to search for sufficient development space for each person, so that they can create value and wealth in the enterprise. If you want to do a good job in human resources management, in addition to keeping up with the pace of the times and improving your own professional quality, you need to do the above five specific requirements and implement them in your work.

The work includes the following modules:

1. Human resource planning.

Human resource planning is a beacon and guide for work, including strategies and goals, the preparation of a balanced scorecard, the current situation of human resources, research, analysis and diagnosis, medium and long-term planning, and annual plans.

2. Job analysis and evaluation.

Job analysis is a very important routine technique in human resource management, and it is also the basis of the entire human resources work. Job evaluation is to evaluate the size and importance of the value of the company, and the data can be obtained through the analysis of a position (not an individual) in various aspects.

3. System construction.

The establishment of the system is to maintain normal work order, ensure the smooth implementation of all work and the normal development of all work. For example, the establishment of "Enterprise Employee Handbook", "Production Department Operation Process", "Sales Department Work Guide", etc.

4. Personnel quality evaluation.

Evaluate the abilities and qualities of all types of employees. Through a professional assessment agency, or the use of specialized personnel quality assessment software for a comprehensive assessment.

5. Recruitment and configuration management.

Implement the requirements of the company's business strategic planning, recruit excellent and suitable people into the enterprise is recruitment, and then put the recruited personnel in the right positions is configuration management. At the same time, it is also necessary to do a good job in the construction of the talent pool, the development and maintenance of recruitment channels, etc.

6. Performance management.

Evaluate the work status of employees, and reflect the relative value or contribution of people in the organization through the evaluation of employees' work results. In terms of extension, it is to observe, record, analyze and evaluate people in daily work in a purposeful and organized manner.

7. Salary and welfare management.

The sum of the remuneration in kind received by employees for their work in the enterprise. The work includes the formulation of compensation strategy, salary investigation, salary structure design, salary grading and salary determination, and the control and management of salary system.

8. Training and development management.

Through the means of organizational learning and discipline, the company can improve the work ability, knowledge level and potential of employees, maximize the matching of employees' personal qualities with work needs, and promote the improvement of employees' work performance. For example, "Job Training", "Management Ability Training", "Potential Development" and other training courses.

9. Management of labor relations.

The establishment of socio-economic relations between employees and enterprises in the course of labor shall be in accordance with the basic principles of the Labor Law.

10. Human resources accounting and auditing.

Human resource cost budgeting, accounting, final accounts and process control; Monthly, quarterly and annual reporting system and system of human resource management; Analysis of economic activities on the utilization of human resources and the degree of utilization, etc.

The human resources work is specifically done:

1. Human resource planning: annual and monthly division, mainly to make the most important work on manpower needs, plan the organizational structure of the enterprise and the authority of each position, and manage the formulation of complaints;

2. Recruitment: job analysis, job description, recruitment channel development, recruitment market analysis, personnel interview arrangement, personnel screening, interview examination test, etc.;

3. Training and development: It is divided into internal training and external training, and is divided into pre-employment training, on-the-job training and special skills training.

4. Performance appraisal: focus on a real system for evaluating the effectiveness of employees' work, truly find out the strengths and weaknesses of employees, improve work efficiency, work more, and distribute according to work;

5. Salary and welfare: Establishing a competitive and forward-looking salary and welfare system is one of the most important ways to effectively improve the enthusiasm of employees. It is generally easy to raise wages, but it is difficult to lower them, and it is too difficult to cancel the benefits given, and they are treated equally and have them for a long time.

6. Employee relations: focus on the development of communication channels, corporate culture construction, and labor contract management.

In many cases, human resources are divided into six modules: recruitment, labor relations, compensation, benefits, performance, and training, and of course, they are not limited to the six modules. In other companies, administrative personnel are managed together.

Many, such as the following, there is a lot to learn about human resources as a subject.

Human Resources Department Functions:

1. According to the company's development strategy, formulate human resource planning and development plans.

2. Formulate the company's organization and its functions, and preside over the determination of the organization, establishment, positions, personnel and responsibilities of each department.

3. Establish the company's performance appraisal system and organize its implementation.

4. Establish a reasonable salary system for the company.

5. Prepare the company's annual and monthly training plans, and supervise the implementation.

6. Formulate the company's human resources recruitment plan and organize its implementation.

7. Establish internal and external communication channels and public relations, coordinate the handling of labor disputes, and establish harmonious labor-management relations.

8. Preside over the recruitment, appointment and dismissal, transfer, promotion and dismissal of human resources.

9. Establish the company's talent pool and do a good job in the career planning of internal employees.

10. Responsible for the statistics, analysis and summary of human resources information, and timely report to relevant departments.

11. Supervise and guide all branches to standardize human resource management.

12. Responsible for the standardized management of the company's pension insurance.

13. Responsible for the standardized management of the company's labor contract.

14. Responsible for organizing employees to participate in the declaration and examination of professional titles.

15. Responsible for handling the procedures for the transfer of foreign talents and the implementation of the files and household registration of fresh college graduates.

16. Establish and improve the company's human resource management system and promote its implementation.

17. Complete other tasks assigned by superiors in a timely manner.