What are the responsibilities of the personnel assistant?

I. Responsibilities of the Personnel Assistant:

1. Assist in formulating, perfecting and organizing the implementation of relevant rules, regulations and workflow of human resource management;

2. Publish recruitment information and screen candidate information;

3. Supervise employee attendance, review and handle leave formalities;

4. Organize and arrange interviews for candidates;

5. Handle the procedures for employees' entry, confirmation, transfer and resignation;

6. Organize and implement employees' cultural and recreational activities;

7. Manage the personnel files of the company;

8. Assist in the implementation of staff training activities;

9. Assist in handling labor disputes;

10. Complete other tasks assigned by the HR manager.

Two, responsible for the administrative management and daily affairs of the department.

Assist the general manager to comprehensively coordinate various departments, implement the company's rules and regulations, strengthen the supervision and inspection of all work, communicate internal and external contacts, ensure the release and reporting of information, be responsible for the supervision, investigation and implementation of matters decided in meeting documents, strengthen external contacts, expand public relations business, discuss and modify the company's organizational system and work responsibilities, and manage the company's vehicles.

Third, human resource management and development.

1, organizational structure design, job description, manpower planning, attendance management.

2. Recruitment and use:

Provide relevant information about job analysis, coordinate the department's human resources plan with the organization's strategy, interview applicants to make final employment and appointment decisions, make decisions on promotion, transfer, reward and punishment and dismissal, compile job analysis and job analysis, and formulate human resources plans. Through these, the company can achieve the "harmony between people and things" in the enterprise, that is, adopt scientific methods to arrange employees to suitable positions according to job requirements, and realize the rational allocation of human resources.

3. Remuneration for work:

Formulate a reasonable salary and welfare system, pay according to work, reward according to merit, and affirm and guarantee employees' work achievements through salary, insurance and welfare. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance.

4, training and development:

Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for employee development, standardize the guidance of on-the-job training development, improve employee behavior and reach the expected standards through training development.

5. Personnel evaluation:

Mainly responsible for job evaluation, satisfaction survey, research job performance evaluation system and satisfaction evaluation system, formulate disciplinary reward and punishment system, and formulate performance evaluation standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the high efficiency of enterprise management.

References:

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