Responsibility model of human resources in state-owned enterprises

The human resources of state-owned enterprises need to assist in personnel recruitment and improve the recruitment process. Including but not limited to publishing recruitment information, maintaining recruitment websites, screening resumes, inviting interviews, etc. Summarize the problems existing in recruitment, put forward reasonable suggestions, optimize the recruitment system and process, and improve the recruitment accuracy and employment rate. The following is a sample of the responsibilities of human resources in state-owned enterprises that I have carefully collected. I hope it helps you. If you like, you can share it with your friends around you!

Post responsibility model of human resources in state-owned enterprises 1

1, responsible for the daily recruitment of the school, recruiting and selecting suitable talents according to the staffing plan of the employing department, setting the work objectives of employees, controlling the staffing plan and optimizing the recruitment system;

2. Complete various procedures such as employee induction training, resignation handover, full-time promotion and job transfer, and do a good job in daily employee relations;

3. Be responsible for employee attendance management, organize attendance data and assess employees every month, and implement the company's reward and punishment system;

4. Establish and maintain the personnel files of the company's personnel internal training and the signing, dissolution and renewal of personnel labor contracts;

5. Establish and improve the salary, insurance, welfare and performance appraisal system to ensure the accurate implementation of the system;

6. Help to establish employee relations, coordinate and handle various personnel relations, and organize employee activities;

7. Organize corporate culture construction, coordinate and handle employee relations, and organize employee activities including company celebrations and annual meetings;

8. Organize and record the company management meeting and supervise the implementation of the meeting to-do list;

9, the company office supplies procurement and management, company seal custody, vehicle management and other daily logistics support work;

Responsibility model of human resources in state-owned enterprises II

1, responsible for human resource management and improvement of any two modules such as human resource recruitment, training, performance, salary and employee relations;

2. Constantly improve the company's human resource management system, and formulate and improve various human resource management procedures;

3. Guide the implementation of human resource management in all departments of the company.

State-owned enterprise human resources job responsibility model 3 pages

1. To meet the needs of R&D recruitment of the company, be responsible for the organization and implementation of the overall recruitment activities and related daily recruitment work, focusing on technical recruitment.

2. Be responsible for the screening, invitation and follow-up of online resumes before employment;

3. Grasp the recruitment demand, choose effective channels and schemes to promote the implementation of recruitment work, and ensure that personnel are in place in time;

4. Analyze the recruitment stage, make effective recruitment plan, resume screening, recruitment tests, interview, screening and employment, etc.

5. Regularly report the recruitment status, adjust the recruitment direction in time according to the business department, and ensure the effectiveness of recruitment;

6. Establish and improve the recruitment system, organize the formulation of relevant systems, processes and implementation rules, and organize their implementation;

7. Improve the interviewer system of the company and enhance the recruitment experience and employer brand.

8. Supervise employees' entry and exit, payroll accounting, etc. ;

9. Responsible for establishing the talent map and talent pool of the project industry and related industries;

State-owned enterprise human resources job responsibility model 4 pages

1. According to the system of the Head Office, formulate the distribution plan prepared by the organization, and recruit and select suitable personnel;

2. Plan and coordinate recruitment projects (campus recruitment, school-enterprise cooperation, fresh orange planting, etc.). );

3. Supervise the recruitment management of colleges and universities and empower them;

4. Establish and optimize recruitment channels and establish a talent pool.

State-owned enterprise human resources responsibility model 5 pages

1. Be familiar with the job responsibilities and employment requirements of each position in the company, and make full use of various recruitment channels to meet the talent demand of the company;

2. Organize the promotion and implementation of corporate social recruitment and campus recruitment;

3. Labor contract management, and procedures such as conclusion, transfer and termination;

4. Maintain and update employee information files;

5. Staff attendance management;

6, employee performance appraisal management;

7, social security provident fund related matters docking;

8. Complete other tasks assigned by superiors.

State-owned enterprise human resources responsibility model 6 pages

1. Recruit talents for enterprises to meet the employment needs of enterprises. Find jobs for job seekers that match people and posts.

2. Responsible for resume screening, recruitment demand update and job posting;

State-owned enterprise human resources responsibility model 7 pages

1, responsible for all kinds of human resource data analysis, as a statistical summary analysis of human resource data from recruitment entrance to employment/probation period management;

For example, collecting and summarizing national recruitment data, issuing various analysis reports to ensure the accuracy of information and provide data support for recruitment; Assist in handling the output of personnel monthly report;

2. Maintain the recruitment system and channels, understand the recruitment process and recruitment tools, and constantly improve and optimize the recruitment effect;

3. Maintenance, publicity and bonus accounting of internal promotion channels;

4. Assist in the relevant formalities of entry and exit;

5. Assist in organizing activities related to employee relations, such as birthday parties, holiday activities and employee welfare distribution.

6. Other related human resources work assigned by department leaders.

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