Ask for the specific work content of the personnel specialist, detailed. Thank you! 10

1. Responsible for the comprehensive management of the company's recruitment, training, employee entry and resignation.

2. Responsible for the comprehensive management of the company's employee salary, welfare, social insurance, etc.

3. Do a good job in employee attendance, reward and punishment management. And investigate the implementation of attendance, rewards and punishments in various departments.

Fourth, the above-mentioned personnel work liaison and related troubleshooting work.

5. Strictly implement the company's "Software Use System", enter all kinds of information in a timely manner, sort out data regularly, and issue data analysis results to superior leaders.

Organize employee files. Go through the entry and resignation procedures. Recruit. Interview. Statistical performance.

That's probably the most a personnel clerk can do.

But being a supervisor or a manager is different.

You can give it a look"Personnel Specialist Statement of Work"

The work content of the personnel specialist includes recruitment, entry and resignation, personnel transfer procedures, employee relations, salary and benefits, performance appraisal and training. Generally speaking, the personnel commissioner of an enterprise will organize recruitment on a regular basis, will interview reasonable selection of talents, and handle the entry of those who meet the recruitment positions, sign the labor contract, and pay attention to the increase or decrease of insurance every month. There is also a salary to do salary, which is also a performance appraisal is also linked to salary, which is related to the promotion and demotion of employees and other performance rewards, so it will be reflected in the salary.

It's just a part, and a lot of it is related to work, so it's important to practice it. These are just my humble opinions, I hope it helps you!

First, the work content includes:

1. Responsible for organizing and assisting various departments in recruitment, training and performance appraisal, including implementing and improving relevant policies and processes related to employee entry, regularization, change, and resignation;

2. Responsible for the management of employee personnel information and the maintenance of employee files, and the calculation of employees' salaries and benefits;

3. Implement and improve the company's personnel system and plan, training and development, performance evaluation, employee social security and welfare management.

Second, the general unit or enterprise recruitment personnel specialist is required to have excellent written and oral expression skills, strong affinity and service awareness, communication and comprehension skills, and strong judgment and decision-making ability. Including meticulous and conscientious work, strong principle, good execution and professionalism, other requirements are secondary.

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 through a series of processes such as recruitment, training, use, assessment, incentive, and adjustment of employees in the enterprise, mobilize the enthusiasm of employees, give full play to the potential of employees, create value for the enterprise, and bring benefits to 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, the enterprise uses 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), etc., and finally achieve the realization of enterprise development goals.

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.

The main job contents of the personnel specialist:

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;

Requirements for the Position of a Personnel Specialist:

1. College degree or above in human resource management, administrative management, Chinese, secretarial, Chinese language and literature and related majors;

2. Engaged in human resources for more than 1 year, with HR professional knowledge;

3. Have good written and oral expression skills, have affinity and service awareness, and have strong communication and comprehension skills;

4. Proficient in the use of common office software and related personnel management software;

5. Understand the national labor and personnel laws and policies;

6. Hard-working, meticulous and conscientious work, strong principle, good execution and professionalism;

7. Have a strong sense of responsibility and professionalism, be fair and just, rigorous, and be able to work under pressure.

1.Handling of personnel affairs such as recruitment, entry, resignation, transfer, salary adjustment, dismissal and so on of employees2Organize and file the roster of employees, and handle social security.

3.Handling of employee code of conduct, handling of rewards and punishments, etc.

4.Implementation of employee training programs and evaluation of their effectiveness.

5.Coordinate the relationship between various departments.

6. Organization of employee activities.

1.Handling of personnel affairs such as recruitment, entry, resignation, transfer, salary adjustment, dismissal and so on of employees2Organize and file the roster of employees, and handle social security.

3.Handling of employee code of conduct, handling of rewards and punishments, etc.

4.Implementation of employee training programs and evaluation of their effectiveness.

5.Coordinate the relationship between various departments.

6. Organization of employee activities.

Personnel specialist refers to the implementation and improvement of the company's personnel system and recruitment plan, staff training and development planning, performance evaluation, employee housing provident fund, social security benefits and other aspects of professional practitioners. The main work is to organize the formulation of the company's personnel rules and regulations, and supervise and inspect the implementation of the system; Shuzhou organization design and improve the company's organizational structure, do a good job in fixed posts, reasonable and effective allocation of human resources, etc.

The specific work content of the personnel specialist

1. Organize the formulation of the company's personnel rules and regulations, and supervise and inspect the implementation of the system.

2. Organize design and improve the company's organizational structure, do a good job in fixed posts and arrangements, and allocate human resources reasonably and effectively.

3. Organize and carry out post (work) analysis, prepare job descriptions and job specifications, and establish and improve the post responsibility system.

4. Carry out human resource development, formulate employee career planning and talent echelon plan.

5. Responsible for the recruitment of potato slippery personnel, and seek suitable talents for the company through a variety of channels.

6. Responsible for formulating the company's training plan, organizing personnel to participate in training, and evaluating the training effect.

7. Responsible for organizing and implementing performance appraisal and statistical appraisal results.

8. Responsible for approving the salary standards of each position, preparing the annual salary adjustment plan, and calculating the monthly salary of employees.

9. Responsible for signing labor contracts with employees on behalf of the company and keeping them.

10. Responsible for the handling of social insurance and commercial insurance. Insurance.

11. Responsible for establishing and improving the personnel files of employees.

12. Responsible for the company's employee rewards and punishments, bad leave, promotion, demotion, transfer, resignation and other personnel adjustment procedures.