Establish a sound human resources process, how to set up a human resources process system?

Let's start with the basics:

1. Salary. A set of salary system, different positions enjoy different salary levels.

There are different salary scales for the same position, and the specific levels are determined by your company.

How should the salary be adjusted, who has the final say, who will sign and approve, and design the corresponding form.

2. Welfare. It is recommended to assign it to the people under you, inquire about the local social security**, combine the situation of the enterprise, buy social security for employees, and the people who will get it to sort out his working methods is the process.

3. Performance appraisal.

This is not in a hurry, you can think again.

4. Manpower planning.

What is the structure of the company? What are the departments? What are the responsibilities and powers of each department?

How many people are planning for the department? How many levels of positions are there in the company? What is the number of each position?

Who has the final say in adjusting the number of positions? Who will sign the approval? How to design a form?

What are the qualifications for each position? What are the duties and powers? (Job Description) 5. Recruitment.

After planning, there are vacancies that need to be recruited, how to apply for recruitment fees? Who has the final say? What are the company's main recruitment channels?

Who will interview for the re-examination of the preliminary examination department? What interview methods are used for different positions? Who decides whether to hire or not?

Who has the final say on the salary after hiring? Wait a minute.

6. Employee relations.

There is no hurry. 7. Training and development. There is no hurry.

It is recommended to look for it from the library, I am doing manpower, but this thing is a lot to talk about, find some information, you can refer to it. Start with the five modules, make an outline, and then refine. Remember to be realistic.

First of all, you should have a general understanding of all the people in the company - such as seniority, position, and contribution.

Then there is the general format of the sample essay.

If you want to do a good job of the module, you should refer to the second one.

1. Establish the company's organizational structure.

The establishment of the company's organizational structure is the fundamental foundation for human resource management.

2. Establish a grade list.

On the basis of the organizational structure of the company, a grade scale can be established, and with the grade scale, the basis for the development of a salary system is established.

3. Prepare job descriptions and complete job assignments.

According to the organizational chart and grade chart, according to the position of each position in the management organization, the tasks assigned, the functions that must be realized, the responsibilities that should be assumed, the necessary qualifications, etc., the work of each position can be positioned and compiled into a job description.

4. Establish a work process.

The work interface between the positions is also clear, and each position does its work according to the provisions of the authority division table, and the company's process standardization is realized.

5. Formulate assessment management measures.

The company has developed the assessment management of the old methods and the implementation of the difficult search, the quality of the employee's work performance is clear at a glance, the company according to the assessment results of the implementation of rewards and punishments for employees in various positions, the company's incentive system has been established.

6. Formulate human resource planning.

According to the requirements of the job description for qualifications and the requirements of the company's fixed posts, the company's existing personnel and the positions set up are seated one by one, and which positions are redundant, lacking, and need to be supplemented.

7. Formulate a salary system.

By understanding the basic wage level of the same industry in the region, a reasonable salary system is formulated.

8. Establish a restraint mechanism.

While establishing a salary system, it is very important to develop a restraint mechanism for the development of the company and talents.

9. Establish a safeguard mechanism.

The guarantee mechanism is an important mechanism for retaining talents, an important mechanism for attracting talents, and one of the basic mechanisms for enterprise development.

10. Do a good job in training and talent reserve.

Targeted education on the knowledge and skills of the current position and higher positions is given to employees, and after the implementation of training, the training results of employees are linked to salaries, promotions and other opportunities.

11. Implement a cadre rotation system.

The advantages of the rotation system are to activate the management system, introduce the competition mechanism, prevent the solidification of management thinking, prevent the emergence of management circles, and cultivate comprehensive talents.

12. Sign a labor contract.

By signing labor contracts with all employees, both the enterprise and the employees are guaranteed, and a win-win situation for the enterprise and employees can be achieved.

The easiest way to go to a large company is to copy a copy of the system.

If you must engage in theoretical explanations and ask the Biqing people, then go to the knowledge network to find it.

In addition to this difference, the problem cannot be solved by relying on oneself or the theory that the penitent person has sold well on the market.

It is very simple to establish a human resource management system through the process design of human resources, and it is necessary to master the management system in the entire human resources process system, make the post system in detail in the management system, make a promotion system in the post system, and have an institutional system in each promotion system, each system should also be measured according to the development system of the enterprise, and it should be constantly adjusted in the process of implementation and state formulation, which is a very complex process, which also needs a lot of auxiliary systems. For example, the performance management system, as well as the salary system, etc., all refer to the scale and actual operation of the enterprise, and different human resources are needed in different periods, and different management systems need to be formulated. Hope it helps!

1. Human resource acquisition refers to the fact that in order to achieve the strategic goals of the organization, the human resources management department formulates human resources planning that is compatible with the organizational goals on the basis of job analysis, and carries out employee recruitment, selection, hiring and allocation according to human resources planning. Human resource acquisition includes the process of human resource planning, recruitment, and hiring, and solves the problem of human resources in an organization from scratch.

2. The purpose of human resources integration is to make employees understand, accept and comply with the purpose and values of the organization, and internalize them into their own values, so that the personal values of employees tend to be consistent with the values of the organization, and make employees have a sense of identity, responsibility and belonging to the organization; Establish harmonious interpersonal relationships between members within the organization and solve the problems of the organization's human resources from the outside in.

3. The purpose of human resources incentive is to provide employees with a safe and healthy working environment, to repay employees' contributions, and to improve the enthusiasm of employees, which is one of the core contents of human resource management, including providing employees with wages, bonuses and benefits corresponding to their contributions according to the results of employee performance evaluation, so as to solve the problem of how to improve the enthusiasm of human resources work.

4. Adjustment and control refers to the implementation of reasonable and fair dynamic management of employees, including management and evaluation of employees' work performance, and making decisions on employee promotion, transfer, rewards and punishments, dismissal, etc., so as to solve the problem of the direction of the work behavior of members of the organization. Development refers to enriching the knowledge of employees, improving the quality, skills and work ability of employees, giving full play to their potential, and maximizing the personal value of employees, including new employee orientation training, training and training managers at all levels, as well as a series of activities to enable employees to maintain the ideal level of work skills, such as employee training and development, employee career management and development, and the effective use of employees, so as to solve the problem of how to improve the quality of human resources.

Personnel Management Process:

1. Personnel recruitment.

It is the cornerstone of all personnel management. When Chinese state organs, enterprises, and public institutions need to supplement their staff, they may, in accordance with the conditions and requirements for recruitment, recruit from among the unemployed in society, in addition to selecting graduates of institutions of higher learning, specialized secondary schools, and existing workers.

2. Blending. It is a regular task in personnel management. Transfers are often taken as a result of the demands of the job, or for the purpose of on-the-job training, or for the purpose of adjusting the relationship between "people and people", or to accommodate the difficulties of the staff members themselves and their families.

3. Appointment and dismissal. Appointment and dismissal means that the State confers certain positions on staff members or relieves them from their posts in accordance with laws and regulations. Appointments and dismissals must be strictly evaluated and made in a timely and correct manner. Only when appointments and dismissals are properly appointed can people make the best use of their talents, otherwise they will delay their work.

4. Personnel assessment.

Examine and understand the political and professional qualities and work performance of the staff. Appraisal is a basic element in personnel management and the basis of "employment administration".

5. Fixed-staff.

Define the individual job positions and their tasks, as well as the conditions that must be met by the personnel in each position, and define their responsibilities and powers accordingly.

For different enterprises, there will be differences in the management process, but the overall framework is similar, especially as a small and medium-sized enterprise, how simple to come, how to be practical, in accordance with: planning, recruitment and configuration, training, assessment, relationship management weaving.

The six modules of human resource management are a kind of summary of the content covered by enterprise human resource management through module division. Specifically, it refers to: human resource planning, recruitment and allocation, training and development, performance management, compensation and welfare management, and labor relations management.

Human resources (HR) is the most critical resource in the social resources, and it is a resource that has a significant impact on the enterprise, and has always been valued by many experts and scholars at home and abroad, as well as successful people and famous enterprises. Many enterprises attach great importance to the management of human resources. Human resource management refers to the scientific and reasonable management of human resources of an organization or enterprise in order to improve work efficiency and optimize human resources in a specific organization or enterprise.

The work of the major modules of HR (human resource) has its own focus, but the major modules are closely linked, just like the biological chain, the lack of any link will affect the imbalance of the whole system, therefore, HR work is an organic whole, the work of each link must be in place, and at the same time, according to different situations, constantly adjust the focus of the work, in order to ensure that human resource management maintains a benign operation, and support the ultimate realization of the strategic goals of the enterprise.

Any more questions, please.

In order to make a complete human resource management process, we must first make good use of process production tools, and have unified requirements in terms of process specifications and input and output.

Secondly, in terms of the overall planning of human resources processes, it is necessary to classify the corresponding processes according to the corporate strategy and functional composition, starting from the first-level process.

Finally, and most importantly, through process planning, it is also a process of sorting out the existing process, streamlining and optimizing, rather than doing the process for the sake of doing the process