Is human resource management a logistics job?

I don't think human resource management is a logistics job. Enterprises are composed of people, only by taking human resources as a resource, to apply to develop, and tap his potential, can we support the smooth progress of various businesses of the enterprise and make the enterprise stronger. Human resources are the core strength of an enterprise and cannot be managed as logistics.

I am now a state-owned enterprise human resources, after graduation first did the process, that is, technical work, more than a year due to the restructuring of the company, I was transferred to the human resources department, very responsible to tell you, whether it is an enterprise or a research institute, human resources are not the main battlefield, I don't know if I say this you can understand, you said no problem later, the competition between enterprises in the 21st century is the competition between talents and manpower, but you want to be able to bring direct benefits to the enterprise will be the human resources department? However, if you say that you are interested, of course, you should be employed in your own interests, so that you will not have too many regrets, this line is also very developed, I wish you success!

Human resources is to regard people as the resources of the enterprise, if it is to set up human resources as a department of the enterprise, it is too narrow, it is a management direction, the talent as a resource to manage. Employees are the resources of the enterprise, and how to cooperate and utilize this resource more reasonably and effectively is the ultimate goal of human resource management.

In addition, it is mainly about the company's employment and what kind of talents are suitable for the right position, or what kind of talents are needed, and these things need to be dealt with.

Personnel management belongs to functional departments, and from the perspective of human capital, human resource management can be regarded as a production department.

In foreign countries, HR and finance and sales executives are at the same level, but they have not been taken seriously in China, so I think it is a bit inappropriate to say that logistics work. It is necessary to enhance the prestige and weight of the company!

The human resources department belongs to the functional management department, not the logistics department, let alone the security department; Fleets, canteens, warehouses, and properties can be understood as logistics support departments. The human resources department should play a functional management role. Companies that regard the HR department as a logistics, support, and service department can resign immediately, and it is purely a miscellaneous company.

Hello, logistics belongs to the management post or belongs to the labor post management post There are many positions in the public institutions, which can be mainly divided into management posts, professional and technical posts and work skills and posts Sanhe Pai, of which the logistics posts are mainly subordinate to the category of work and service skill posts, logistics is usually not a post, but a department, there are many posts Zen Hehe, which has management posts, and there are also labor posts.

First of all, two completely different jobs.

There are six modules in human resources: human resource planning; Recruitment & Placement; training and development; Performance management; compensation and benefits management; Labor relations management.

There are also six modules in administration:

Process system management: process construction, system management, business plan, target responsibility signing, etc.

Conference outreach management: secretarial services, conference management, event management, clerical programs, public relations, work of the party, league, trade union, women's federation, etc.

Printing qualification management: document announcement, seal management, qualification handling, information management, etc.

Archives management: archives management, data management, library management, enterprise certificate management, etc.

Procurement asset management: asset management, procurement requisition, office equipment and supplies management.

Logistics and security management: vehicle management, security and security, canteen management, office desk management, dormitory management, key management, business card printing, health affairs, reception and reservation services, newspapers and periodicals and letters, etc.

Secondly, now the human resources department and administrative department of many enterprises are not separated, and can complement each other to do things together, but human resources pay more attention to the potential of talents, talent training, human resources planning and even enterprise development strategy, which is given priority to planning and strategy, and the administration is mainly for the formulation of enterprise rules, that is, rules and regulations, work processes, etc., and supervision and implementation of the work.

Human resource management, with the development of China's market economy, the competition of Chinese enterprises is becoming more and more fierce, constantly there is first-class competition, quality competition, and finally the transition to talent competition, and how to maximize the development of the potential of employees has attracted more and more attention from enterprises, and then it has been promoted to the level of strategy. Human resource management is not the same as traditional personnel management. Traditional personnel management is mainly based on personnel recruitment and training, labor relations, remuneration and other transactional work.

Human resource management focuses on performance appraisal and focuses on the exploration of employees' potential.

As for administrative logistics, it includes logistics support, conference management, office supplies management, vehicle management and other daily affairs, which is completely different at this time.

Human resources are mainly engaged in personnel work, such as recruiting staff, arranging personnel training, and so on.

Administrative logistics is mainly to serve the work of the unit, such as the management of water, electricity and heating, sanitation and so on.

Administration: Mainly responsible for the company's project declaration, logistics, vehicles, etc.

Human Resources: Mainly responsible for recruitment, training, performance appraisal, salary, social security, employee relations, etc.

The specific division of labor depends on each enterprise. Some companies will put the network, infrastructure, canteens, greenery, etc. in the administrative work.

There is a clear difference between the two.

Human resources are mainly responsible for personnel recruitment, transfer, and sorting out personnel information, and administrative logistics is mainly responsible for non-technical work in the work, such as issuing invoices, recording document information, and assisting office.

Personnel Specialist Job Responsibilities.

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.;

5. Other daily work of personnel;

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. 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;

The responsibilities of the position are generally determined when setting the position, of course, with the development and change of the company's internal and external environment, there will be changes, but the core responsibilities will not change. There is also a situation where the responsibilities are sorted out after the fact, and the responsibilities of each position are understood to find overlapping responsibilities and other uses.

The job responsibilities of the same job title will be slightly different in different companies, depending on the size of the company and the department's arrangement of its work.

Here is a list of the main job responsibilities of a company's personnel specialist who has been sorted out for reference. If you want to know the real responsibilities of the position in a company, you also need to ask the company's human resources department to give it.

First, system management.

1. Revision and improvement of the personnel system.

According to the needs of human resources, the personnel management system shall be formulated and submitted to the manager of the human resources department for review, and submitted to the general manager of the administrative center for approval and implementation.

2. Preparation and printing of employee handbook.

According to the company's development needs, prepare the employee handbook, submit it to the manager of the human resources department for review, submit it to the general manager of the administrative center for approval, and report to the general manager of the company for approval.

2. Recruitment management.

1. Formulate the company's recruitment annual, monthly, and college student recruitment plans.

According to the company's recruitment needs, formulate annual and monthly recruitment plans, submit them to the manager of the human resources department for review, and submit them to the general manager of the administrative center for approval and organize the implementation.

2. Choose the right recruitment channel.

According to the recruitment plan, select the appropriate recruitment channels (newspapers, on-site recruitment, TV, Internet, campus, etc.) and report to the manager of the human resources department for review and submit to the general manager of the administrative center for approval and implement recruitment.

3. Organize and implement the selection, apply for approval and entry notice.

4. Internal recruitment management.

5. Formulate the assessment plan for the probationary period of the introduced college students.

3. Training management.

1. Guidance, supervision and review of training work.

2. Train the training specialists to improve their professional quality and ability.

3. Teaching of enterprise profile and personnel rules and regulations.

Fourth, change management.

1. Procedures for change.

2. Interview with resigned employees.

3. Submit monthly and annual statistical tables and suggestions for abnormal personnel.

4. Submit monthly and annual recruitment and turnover rate analysis forms for employees and provide information feedback.

5. System certification management.

1. Organize and coordinate the department to complete the system certification.

2. Revise the documents related to the personnel management system.

Sixth, omitted.