What are the specific taxonomy job functions of HR

Classification: Macro Management.

Macro management of human resources is the planning, organization, and control of human resources as a whole, so as to adjust and improve the situation of human resources, make them meet the requirements of social reproduction, and ensure the operation and development of social economy.

Micromanagement. Micro-management of human resources is to deal with the relationship between people and things through the management of people and things in enterprises and institutions, cooperate with people and things, give full play to people's potential, and plan, organize, command and control various activities of people to achieve the goals of the organization.

Functions: 1. Human resource planning.

1.Organizational Structure Setup and Adjustment 2Development of personnel plan 3Human resource management system and cost budget.

2. Recruitment and allocation.

1.Recruitment Needs Analysis 2Recruitment Preparation 3Recruitment Implementation 4Exit interview.

3. Training and development.

1..Establish a training system 2Develop a training plan 3Training Management 4Evaluation of training effectiveness.

4. Salary and welfare management.

1.Compensation Management 2Welfare insurance administration.

5. Performance management.

1.Design of a performance management system 2Effective operation of the performance management system 3Methods of performance appraisal.

6. Management of labor relations.

1.Labor Contract Management 2Negotiation and performance of collective contracts 3Labor Dispute Settlement System 4Employee Communication 5Occupational safety and health management.

1. Human resource planning;

2. Recruitment and allocation;

3. Training and development;

4. Assessment and evaluation;

5. Salary and benefits management;

6. Labor relations.

1. Human resource planning;

1.Payroll management.

2.Recruitment.

3.Training. 4.Performance management.

5.Employee career development.

1. Responsible for establishing and improving the company's human resources governance system to ensure that human resources work is becoming more scientific and standardized in accordance with the company's development goals.

2. Responsible for the establishment, implementation and revision of the company's labor and personnel governance system, and formulate human resources plans according to the company's development strategy and business plan.

3. Review the staffing of the branch every year according to the company's business objectives and the personnel demand plan of the branch, and centralize the management of the increase and decrease of the branch's personnel.

4. Regularly collect human resources information inside and outside the company, establish the company's talent pool, and ensure the talent reserve.

5. Responsible for the recruitment, internal selection, hiring and dismissal procedures of the headquarters staff. Participate in the recruitment of senior talents in the branch.

6. Responsible for the formulation, implementation and revision of the salary plan of the headquarters employees, and monitor the salary of each branch.

7. Responsible for the title evaluation of headquarters employees, and supervise and inspect the title evaluation of each branch.

8. Responsible for formulating the company's annual training plan, and fully responsible for the training and ability development of the company's governance. And supervise the training work of each branch.

9. According to the company's development plan, organize the company's human resources department to conduct job analysis and prepare job descriptions for each position in the headquarters.

10. Responsible for handling the procedures for employee changes between branches, and coordinating matters related to human resource governance between branches.

11. Establish communication channels for employees, collect information regularly, formulate and continuously evaluate the company's incentive mechanism, welfare system and labor safety protection measures.

12. Responsible for the signing of labor contracts, personnel files and labor relations management of headquarters employees, and responsible for handling various social insurance procedures for headquarters employees.

13. Responsible for the daily labor discipline, attendance and evaluation of the headquarters employees, and assist in handling personnel procedures such as employee promotion and punishment, and conduct statistics and evaluation of the annual evaluation of middle-level and above cadres in each branch.

14. Gradually establish and improve the career governance system for employees.

15. Responsible for the business contacts between the company and external organizations and institutions at all levels, and responsible for internal and external labor statistics.

16. Complete other tasks assigned by the leader.

HR job responsibilities include the following:

1. Human resource planning: 1. The setting of the organizational structure, 2. The adjustment and analysis of the enterprise organization, 3. The analysis of the supply and demand of enterprise personnel, 4. The formulation of the enterprise human resources system, 5. The preparation and implementation of the budget of human resource management expenses; (International Human Resource Management 1, Career Development Theory 2, Organizational Internal Assessment 3, Organizational Development and Change; 4. Plan and organize career development; 5. Overview of Comparative International Human Resource Management 6. Development of Strategic Plan for Human Resource Development 7. Performance Factors at Work 8. Employee Empowerment and Supervision).

2. Recruitment and allocation of human resources: 1. Recruitment demand analysis, 2. Job analysis and competency analysis, 3. Recruitment procedures and strategies, 4. Recruitment channel analysis and selection, 5. Recruitment implementation, 6. Special policies and contingency plans, 7. Exit interviews, 8. Measures to reduce employee turnover.

3. Human resource training and development 1. Theoretical learning, 2. Project evaluation, 3. Investigation and evaluation, 4. Training and development, 5. Needs assessment and training, 6. Composition of training recommendations, 7. Training, development and employee education, 8. Training design and systematic approach, 9. Development management and business leadership; Develop yourself and others, 10. Project management: project development and management practices.

4. Human resource performance management: 1. Performance management preparation stage, 2. Implementation stage, 3. Evaluation stage, 4. Summary stage, 5. Application development stage, 6. Performance management interview, 7. Performance improvement method, 8. Behavior-oriented evaluation method, 9. Result-oriented evaluation method.

5. Human resources compensation and welfare management: (compensation, incentives and benefits) 1. Salary, 2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting), 3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension insurance and supplementary medical insurance design) 4. Evaluate performance and provide feedback.

6. Human Resources Employee and Labor Relations: 1. Employment Law, 2. Labor Relations and Society, 3. Industry Relations and Society, 4. Labor Negotiation, 5. Unionization and Labor Negotiation (Safety, Security and Health, Safety and Health Programs, Safe and Healthy Work Environment, Promoting Safety and Health in the Workplace, Managing Practice Health and Safety).

One. Core functions: As the management department of the company's human resources, select, allocate, develop, assess and train all kinds of talents required by the company, formulate and implement various salary and welfare policies and employee career plans, mobilize the enthusiasm of employees, stimulate the potential of employees, and be responsible for the sustainable and long-term development of the company.

Two. Job Responsibilities:

1. System construction and management.

a. Formulate the company's medium and long-term talent strategic planning;

b Formulate the company's personnel management system, the personnel management authority and work process of the head office, and the implementation of the organization, coordination and supervision system and process.

c. Approve the company's annual personnel demand plan and determine the annual staffing plan of each organization;

d Conduct regular research on market salary levels to provide reference for decision-making;

e Guide and assist employees in career planning.

2 Institutional management.

a. Cooperate with relevant departments to do a good job in branch selection research, talent reserve, preparation for establishment, etc.;

b. Management of the establishment, merger, renaming, and cancellation of institutions at all levels of the company's system;

c. Formulate the job responsibilities of the company's organization, departments and personnel;

d Inspection, appointment, assessment, communication and dismissal management of senior management personnel of the company and branches;

e Supervise, inspect and guide the work of the personnel department of the branch.

3. Personnel management.

a Management of staff recruitment, onboarding, assessment, transfer and resignation.

b Selection, inspection, filing and training of the company's reserve cadres;

c. Personnel files and labor contract management of the company's cadres and employees;

d. Assist in organizing the examination and evaluation of various professional sequence technical positions;

e Provide statistics and analysis of various human resources data;

f Manage and organize the implementation of the performance appraisal of the company's employees.

4. Salary and benefits management.

a. Develop and monitor budgets for the cost of compensation for the company's systems;

b. Approve and pay the salaries of the employees of the head office, and approve the salaries of the members of the leadership team and the personnel and financial personnel of the branches;

c. Formulate, manage and implement the company's employee welfare policy.

5. Training and development management.

a. Formulation and implementation of the company's annual training plan;

b. Supervise and guide the education and training of all departments and branches of the head office;

c. Manage the company's employees to go abroad for training, academic education and continuing education;

d. Formulate the company's annual education and training budget and manage and use it;

e Develop human resources and training courses for training.

6 Other work.

a. Preparation of the company's employee handbook;

b Conduct regular employee satisfaction surveys and develop communication channels;

c. Coordinate the relationship between relevant departments, insurance regulatory authorities and industry units;

d. Contact universities and consulting institutions to collect, summarize and provide the latest human resource management information;

e Construction and maintenance of the company's personnel management information system.

The main functions of the Human Resources Department:

1. Formulate the work plan of the department, and organize the implementation after being approved by the superior leaders.

2. Formulate and revise the company's human resource management system and management methods, and establish an institutionalized, standardized and scientific human resource management system.

3. According to the company's development strategy, analyze the company's existing human resources situation, improve personnel needs, formulate and revise human resources planning, and implement it after approval by superior leaders.

4. Conduct work analysis with the assistance of various departments; put forward suggestions for post setting adjustments; Clarify the department, job responsibilities and job qualifications; Compile, revise and improve the description of department and job responsibilities; Reasonably evaluate the value of the position.

5. Formulate a recruitment plan according to the job demand and human resource planning, and do a good job in the preparation before recruitment, the implementation of recruitment and the completion of procedures after recruitment.

6. Organize the establishment of a performance management system and formulate relevant plans; Take the lead in organizing the performance appraisal of all departments of the company, and provide guidance and supervision, and assist the general manager's office in the assessment of the heads of various departments; Do a good job in the summary, review and archiving management of assessment results.

7. Establish and improve the staff training system according to the needs of enterprise planning and employee development; Organize and implement, guide and coordinate the classification and hierarchical training of employees, and strive to improve the quality of employees.

8. Formulate the company's salary and welfare plan, and organize the implementation after approval; Calculate employee wages, calculate employee social insurance payment standards, and pay social insurance.

9. Do a good job in the management of employee personnel files. Regularly summarize and compile relevant statistical reports and reports on human resource management.

Human resources (HR) refers to the labor force composed of people in an organization.

The arrangement and use of human resources is called "human resource management", and the key function is to 'arrange the right people in the right positions at the right time', which is the department used by enterprises to govern and use human capital.

In the past, human resource management was widely referred to as "workforce management" and "personnel management", and used to focus only on the functions of "payroll calculation and payment" and "employee file management".

Timeliness, initiative, duality, intelligence, regeneration, continuity, epochality, sociality, and expendability.

The basic links of human resources include physical strength and intelligence. If we look at the actual application form, it needs to include four aspects: physique, intelligence, knowledge and skills.

Personnel recruitment, salary and benefits, certain activities of the company, employee training, very miscellaneous work.

A bit of a technical thing is to count the salary.

There are other trivial things such as sorting out files, administrative management, etc., and most of the time it is to do chores for the leaders.

Generally speaking, the main functions of human resources include:

personnel management, compensation, performance appraisal, training;

Some of these things were mentioned by the brother earlier, but I think this is a bit like the responsibility of a department, and it is impossible for one person to do so much work. Don't be scared, hehe).

The HR of some enterprises may also have employee career development planning, organizational structure and job placement, and employee competency model (or competency model).

In addition, some companies will promote the implementation of corporate culture in human resources.

Looking at your question, it is estimated that you have just entered the industry, so newcomers at the beginning often start from personnel management, which is some daily affairs such as employee entry and social security.

HR, also known as human resources specialist, has five main aspects of daily job responsibilities:

1. System construction and managementa. Formulate the company's medium and long-term talent strategic planning;

b. Formulate personnel management system, authority and work process, and organize, coordinate and supervise the implementation of systems and processes.

c. Determine the staffing of each department and each store;

d Conduct regular research on market salary levels to provide reference for decision-making;

e Guide and assist employees in career planning.

2. Institutional managementa. Position setting of various departments and stores;

b. Formulate the job responsibilities of various departments and personnel;

c. Inspection, appointment, assessment and training management of the company's management personnel and store managers;

3. Personnel managementa. Staff recruitment, entry, assessment and training management.

b. Selection, inspection, filing and training of the company's reserve cadres and store managers;

c. Manage and organize the implementation of employee performance appraisal.

4. Salary and welfare management. a. Develop and monitor budgets for the cost of compensation for the company's systems;

b. Approve the performance of the company's employees;

c. Formulate, manage and implement the company's employee welfare policy.

5. Training and development managementa. Formulation and implementation of annual training plan;

b. Assist the store to do a good job in the training of front-line staff;