What are the businesses of human resources companies?

The human resources company divides the scope of services into four categories: providing labor dispatch, labor outsourcing, recruitment, and social security.

Labor dispatch business:For some enterprises with seasonal employment, it is not enough to meet the requirements of their own business development, and a group of employees are urgently needed to solve the business problems of the enterprise, but these enterprises cannot be recruited in a short period of time. And it is necessary to cooperate with Jinpome.com.

Enterprises enter the enterprise to work through labor dispatch by signing an agreement with a human resources company.

Labor outsourcing business:Due to some non-nuclear and necessary operations existing in enterprises, enterprises usually use labor outsourcing to complete. For example, the cleaning work of many companies' office buildings, or some inconsequential positions such as front desk and clerks in some companies, are outsourced to human resources companies.

A human resource service company can not only help enterprises complete the above activities, but also help enterprises save costs.

**Recruitment Business:Professional human resources companies have also done a very good job in recruiting in many enterprises, and enterprises have entrusted Jinyu ** enterprises to recruit talents according to their business needs.

Social Security ** Business:Some small enterprises and branches cannot handle social security for employees in a timely manner because they do not have social security accounts, so they will hand over the social security payment of employees to the human resources company, so that enterprises can solve the problem of employees' insurance, and employees can also better enjoy social security benefits.

A human resources company is a company that specializes in third-party human resources services.

For example, enterprises can find human resources service companies to cooperate or solve some human resource problems or businesses, which are different from intermediaries.

A human resource management company refers to a third-party company that provides professional services for human resources outsourcing services. The main business contents are roughly as follows:

1. Labor outsourcing and dispatch;

2. Recruitment or headhunting services;

3. Labor relations management, as well as social security and provident fund business;

4. Labor and personnel file management;

5. Training business and internal and external curriculum system;

6. Human resources trend analysis and salary report;

7. Other human resources related business**.

It should be noted that if the business scope of a human resources company involves human resources recruitment, labor dispatch, headhunting dispatch, labor outsourcing and other talent intermediary services, it is necessary to go to the Municipal Human Resources and Social Security Bureau to apply for the "Talent Intermediary Service License" or "Labor Dispatch License", and only after obtaining the pre-approval procedures can the industrial and commercial business license be handled.

Generally, if it does not involve talent intermediary services, it is not necessary to apply for qualifications in advance.

The fundamental difference between a human resources company and a labor intermediary is that a labor relationship is formed between the human resources company and the worker, while the labor intermediary mainly provides labor information services to the employing enterprise and the worker, and charges a certain labor intermediary fee.

Workers and labor intermediaries do not sign labor contracts, there is no labor relationship, only a general civil relationship, and their relationship with each other is not protected by the Labor Law, the Labor Contract Law and relevant laws.

Labor intermediaries only bear legal responsibilities under civil law and are not required to pay social insurance or wages on behalf of workers.

The human resources company is the employer in the process of dispatch and needs to assume all the responsibilities of the employer.

Inspect the human resources company, its corporate qualifications are very important, a good company reputation can make the employer more assured to cooperate, the company has been registered for a long time, and it can also reflect the company's strength in the human resources industry, and the company's experience in docking personnel, problems, disputes and other ways to deal with them, for reference only, there are more needs to leave a message to the ant.

1. General plan: The general plan of human resources states the general principles, general policies and goals of the human resources plan. 2. Job preparation plan: state the organizational structure of the enterprise.

Plant settings, job descriptions, and job qualification requirements. 3. Staffing plan: The staffing plan states the number of personnel in each position of the enterprise, the change of the position of the personnel, the number of vacancies of the position, etc.

4. Personnel demand plan: The personnel demand plan can be obtained through the general plan, job establishment plan, and staffing plan. The demand plan should state the job title, the number of personnel, and the expected arrival time.

5. Personnel supply plan: Personnel supply plan is a countermeasure plan for personnel demand plan. It mainly states the way of personnel supply, the internal mobility policy, the external mobility policy, the access to personnel and the implementation plan of acquisition.

6. Education and training plan: including education and training needs, training content, training forms, training assessments, etc. 7 Human Resources Management Policy Adjustment Plan:

The plan specifies the reasons for the adjustment of the human resources policy during the plan period, the adjustment steps and the scope of the adjustment. 8 Investment budget: The cost budget for each of the above-mentioned programs.

In the business type of human resources companies, a large part is recruitment, but the business of recruitment can be divided into high-end recruitment and grassroots employee recruitment. At present, the profitability of high-end recruitment is still very high, but the requirements for personnel and selection are very high. In addition, the human resources company also has a part of the business era to pay insurance, salary and other businesses, after obtaining the relevant qualifications or conditions, you can choose to cooperate with the human resources software system company to form a two-way profit.

1. Labor outsourcing and dispatch;

2. Recruitment or headhunting services;

3. Labor relations management, as well as social security and provident fund business;

4. Labor and personnel file management;

5. Training business and internal and external curriculum system;

6. Human resources trend analysis and salary report;

7. Other human resources related business**.

Human resources companies are mainly specialized in third-party human resources services of the company, for example, enterprises have some human resources problems, or business can find human resources service companies, cooperation or solutions, it is different from intermediaries, human resources management companies only carry out human resources.

1. Labor outsourcing and dispatch;

2. Recruitment or headhunting services;

3. Labor relations management, as well as social security and provident fund business;

4. Labor and personnel file management;

5. Training business and internal and external curriculum system;

6. Human resources trend analysis and salary report;

7. Other human resources related business**.

Taking Zhonghui Human Resources Management Co., Ltd. as an example, the business scope of Zhonghui Human Resources Management Co., Ltd. includes: human resources, personnel recruitment, personnel outsourcing, talent exchange, talent demand, talent evaluation, organization of talent recruitment activities, employment intermediary services, vocational skills services, labor subcontracting, and labor contracting;

Provide driver labor services, property management, cleaning services, landscaping maintenance, housekeeping services, loading and unloading services, business information consulting services, enterprise management consulting, organization of cultural and artistic exchange activities, corporate image planning, conference and exhibition services, marketing, market research, etc.

Ask about the business scope of the labor subcontracting company.

Housekeeping, cleaning, service, security, etc.

Question: What about construction labor subcontracting?

This one doesn't.

The job description of human resources is as follows:1. Responsible for formulating the company's human resources planning and plans;

2. Formulate various rules and regulations for human resource management; 3. Carry out work analysis, establish and improve department and job description descriptions;

4. Responsible for recruitment management and personnel echelon construction;

5. Organize performance appraisal and management;

6. Carry out staff training, pay attention to employee development, and do a good job in the development and cultivation of talents;

7. Responsible for the management of salary and benefits.

Human resources refer to the population with the necessary labor capacity required for the development of economic and social undertakings, as a special resource, with six characteristics: initiative, duality, timeliness, sociality, continuity, and regeneration, which also refers to human resource management.

The human resources work is specifically done:

1. Human resource planning.

The division of annual and monthly is mainly to make ** manpower needs and plan the organizational structure of the enterprise.

and the authority of each post, and the formulation of management 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 to evaluate 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 and labor relations.

Compensation, benefits, performance, training, and of course are not limited to the six modules. In other companies, administrative personnel are managed together.

Human resources companies are all about helping companies do these things.

A human resources company can also be called a human resource management company, which is a third-party service provider for human resource outsourcing services.

Human resource outsourcing is to outsource all the human resources related work within the enterprise to a third-party human resources company and pay service fees to it.

Human resources companies need to make annual plans for employers and help them hire the right people to the right positions; According to the annual work plan of the enterprise, the appropriate allocation of employees is carried out to ensure the normal operation of the enterprise; Do a good job in staff training and improve the overall quality of employees; Carry out social security provident fund payment and other work for employees.

Labor dispatch, outsourcing, etc., to solve the employment needs of enterprises.

Solve the personnel needs of the employing enterprise and pay wages to the dispatched employees.

Comprehensive human resources services, including recruitment, training, compensation, insurance, labor relations, etc.

Solve the employment needs of enterprises.

Reduce the labor cost of enterprises.

Strive to maximize the benefits of employees.

A bridge between enterprises and employees.

It covers a wide range of recruitment, flexible employment, wage payment and so on.

Help enterprises meet employment needs in a timely manner.

Provide human resources services for enterprises.

Solve various problems related to people and people for the demand unit, such as recruitment, labor costs, benefits, etc.

1.The human resources, administrative and personnel work of enterprises and institutions at the beginning specifically includes:

1) Do junior secretarial work, such as typing, sending and receiving documents, document storage, meeting preparation, etc.;

2) Do personnel work, such as recruitment assistants, entry and exit procedures, employee files, etc.;

3) Do assistant work in employee relations and corporate culture, such as employee communication, exchange of ideas, simple mentality training, organization of activities, etc.;

4) Do other junior work in human resources or administrative management.

2.In the field of education and training, it can be developed in both directions: training management and course sales.

To do any of the above jobs, HR to do a good job must learn business.

To do any of the following work, to do a good job of HR, you must not lose HR and always keep abreast of new HR knowledge. But there is also the option not to go back to HR:

3.To do reserve cadres in the enterprise units of the favorite industries, that is, to the grassroots training, what to do in the future, there are many directions, including production management, sales personnel, quality management, research and development, internal logistics, etc.

4.First change careers, do sales and service in a small business, and then return to the HR field of a service-oriented or **-type company, but only a small business.

5.Go to a large enterprise to start from a reserve cadre, to do production management, quality management (their training can get you started as soon as possible), and return to the HR field after two or three years.