What is the job of the Human Resources Department? Be as detailed as possible, thank you!

I'll tell you about mine!

1. Recruit according to the company's personnel map every day.

2. Complete daily complaints, employee leave, rewards and punishments, and other changes such as entry and resignation procedures.

3. Follow up the ideological dynamics of employees.

4. Check attendance.

5. Complete the internal receipt of documents and issue documents.

There are also some tasks that are planned for a week or a month, and I won't write about them!

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

Its work responsibilities mainly revolve around these six major sectors.

2. Responsibilities of the human resources department.

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.

The main tasks of the Human Resources Department are:

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

2. Formulate and revise the human resource management system and management methods of the unit, and establish an institutionalized, standardized and scientific human resource management system.

3. According to the development strategy of the unit, analyze the existing human resources of the unit, develop and revise the human resources plan, and implement it after the approval of the 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 unit 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.

Human resource management refers to the rational allocation of human resources in a planned manner according to the requirements of the enterprise development strategy, and mobilizes the enthusiasm of employees, gives full play to the potential of employees, creates value for the enterprise, and brings benefits to the enterprise through a series of processes such as recruitment, training, use, assessment, motivation and adjustment of employees in the enterprise.

To ensure the realization of the strategic goals of the enterprise, it is a series of human resources policies and corresponding management activities of the enterprise. These activities mainly include the formulation of corporate human resources strategy, employee recruitment and selection, training and development, performance management, compensation management, employee turnover management, employee relationship management, employee safety and health management, etc.

That is, enterprises use modern management methods to plan, organize, command, control and coordinate a series of activities such as the acquisition of human resources (selection), development (education), retention (retention) and utilization (employment), and ultimately achieve the goal of enterprise development.

Its main responsibilities include:

1) Assign the right people to the right jobs;

2) Introduce new employees into the organization (familiarize themselves with the environment);

3) training new employees to adapt to new jobs;

4) Improve the work performance of each new employee;

5) Strive to achieve creative cooperation and establish harmonious working relationships;

6) Explain company policies and working procedures;

7) control labor costs;

8) Develop the job skills of each employee;

9) Create and maintain the morale of employees within the department;

10) Protecting the health of employees and improving the physical environment for work.

1. Responsible for the implementation of comprehensive labor wage management within the company, responsible for handling the review and recruitment of new employees and the training of new types of work and new positions, responsible for arranging the training of employees from other units, and cooperating with relevant departments to arrange business training for employees.

2. Responsible for the preparation of annual labor plans, wage plans and quarterly and monthly wage adjustment plans, which are implemented after being submitted to the superior departments for approval.

3. Responsible for the transfer of employees and the management of the labor contract system for all employees. Responsible for the centralized handling of various procedures for the use of temporary workers, seasonal workers, and outsourced workers, as well as file management.

4. Responsible for the promotion of employees, salary adjustment and the grading of new employees.

5. Take the lead in formulating post quotas and labor quotas, improve labor combinations, improve labor productivity, do a good job in the management of the two-level labor market in enterprises, and settle surplus personnel.

6. Responsible for the pension insurance of employees.

7. Responsible for supervising the implementation of factory rules and disciplines such as the "Attendance System", inspecting the implementation of labor discipline in conjunction with relevant departments, putting forward the handling opinions of employees who violate discipline, and implementing the company's decisions.

8. Responsible for reviewing the approval procedures of various leave of the Seeper Bureau, and doing a good job in the review of wages, allowances, subsidies and overtime wages.

9. Formulate and revise the standards for the payment of nutrition expenses in conjunction with the departments of safety and technical management, and work with relevant departments to do a good job in the labor appraisal of patients with occupational diseases, and actively do a good job in post adjustment and placement.

10. In conjunction with relevant departments, formulate standards and methods for the distribution of labor protection articles, and organize their implementation.

11. Responsible for the assessment, employment, appointment and dismissal of the company's general management cadres. Manage the company's personnel files, and handle the transfer and reading of files in accordance with the regulations.

12. Examine and approve personnel changes in technical jobs, special types of work, and key positions, and cooperate with technical training, assessment, and certification of special types of work.

13. In accordance with the relevant provisions and policies of the state, in conjunction with relevant departments, properly resettle retired employees, do a good job in the bereavement compensation of employees who die on the job, and provide labor insurance benefits for immediate family members.

14. Responsible for the education, training, inspection, and use of middle-level cadres in the public cong department. Responsible for the establishment, inspection, training and use of the company's middle-level reserve cadre team.

15. Responsible for compiling long-term plans and annual plans for employee education and on-the-job training, organizing and implementing them, and coordinating, guiding and supervising the company's various trainings. Take the lead in running various types of training courses, carry out special education in conjunction with relevant departments, be responsible for the continuing education assessment and professional title management of professional and technical personnel, and be responsible for the management of on-the-job employees who go out for training, advanced study and full-time study for more than one year.

16. Assist the company's leaders and relevant functional departments to formulate rules and regulations for internal supervision and management.

17. Complete other tasks assigned by the company's leaders.

1. Preparations:

1. Familiar with the company's current basic situation, such as products, processes, processes, systems, equipment, marketing, production, procurement, quality, finance, etc.

2. Communicate with personnel at or above the manager level.

3. According to the current situation of the company's human resource management, put forward more appropriate solutions and ideas.

2. Organizational management:

1. Problem: The organizational structure is not clear, the responsibilities are not clear, and there are overlaps and overlaps or gaps between them.

2. Solution: Clarify the organizational structure and the functions and responsibilities of each department, and carry out the quota and position.

3. Strategic management: clear positioning, specific strategic development and business objectives.

Fourth, human resource planning:

1. Whether the company's departments and positions really need people, how many people are needed, and what people are needed.

2. Strengthen the reserve and selection of reserve talents.

5. Standardize the recruitment management system: extend to the employment mechanism, retention mechanism, corporate culture and other problems that are not in place.

1. Expand recruitment channels.

2. Improve the incentive mechanism to attract personnel.

3. Increase recruitment efforts for acute positions, such as campus recruitment and recruitment interviews for managerial positions.

4. Internal competition: workshop director, team leader.

Sixth, process management:

1. Recruitment management for general management positions.

2. Recruitment management for middle and senior positions.

3. Fresh graduates.

4. Skilled workers.

5. General workers. 7. Daily management of personnel.

1. Daily management of personnel files and monthly reports on personnel dynamics.

2. Labor contract management: drafting and signing of labor contracts, employment contracts, probation agreements, industry competition agreements and other texts.

3. Management of confidentiality agreements.

4. Handling of labor relations: employee rewards and punishments, labor disputes, personnel changes (such as resignation), personnel labor disputes, and employee dismissal complaints.

8. Corporate culture construction:

1. Human governance: focus on emotional management.

2. Rule of law: Establish the rules and regulations of the enterprise: such as the "Employee Handbook".

a. Clarify the purpose and significance of system construction, what problems are mainly solved, how many steps are divided, processes and forms, responsible departments and responsible persons, division of labor and collaboration.

3. Mature stage: establish your own corporate culture. Clarify the company's vision, clarify the company's business philosophy, and clarify the company's core values.

9. Retention mechanism: career retention, system retention, cultural retention, and emotional retention.

10. Salary management

1. It is fair internally and competitive externally.

2. Linked to the operating performance of the department.

3. Coordinate and solve the salary adjustment plan of each department.