What does hr need to do

What does hr need to do? The main work of hr includes human resource planning, recruitment and allocation, training and development, performance management, salary and welfare, and labor relations management. Generally speaking, human resource management is still very important in a unit, which plays the role of connecting the preceding with the following, contacting all parties and maintaining operation. Let me tell you what hr needs to do.

What hr needs to do 1 (1) Job analysis and design.

Based on the investigation and analysis of the nature, structure, responsibilities and processes of each job position in the enterprise, as well as the quality, knowledge and skills of the personnel qualified for this position, the personnel management documents such as job descriptions and job descriptions are compiled.

(2) Human resource planning.

Transform the enterprise human resources strategy into medium and long-term goals, plans and policy measures, including the analysis of the current situation of human resources, the prediction and balance of future personnel supply and demand, and ensure that enterprises can obtain the required human resources when needed.

(3) Personnel recruitment and selection.

According to the requirements of human resource planning and job analysis, recruit and select the required human resources for enterprises and arrange them to certain positions.

(4) Performance appraisal.

Assess and evaluate employees' contributions to the enterprise and achievements in their work in a certain period of time, and give timely feedback to improve and improve employees' work performance, and provide basis for personnel decisions such as employee training, promotion and salary.

(5) Salary management.

Including the design and management of salary structure such as basic salary, performance salary, bonus, allowance and welfare, so as to motivate employees to work harder for the enterprise.

(6) employee motivation.

The use of incentive theory and methods can meet or limit the various needs of employees to varying degrees, cause changes in employees' psychological state, and thus motivate employees to work hard for the expected goals of enterprises.

(7) Training and development.

Through training, improve the knowledge, ability, work attitude and performance of employees, individuals, groups and the whole enterprise, further develop the intellectual potential of employees and enhance the contribution rate of human resources.

(8) Career planning.

Encourage and care about employees' personal development, help employees make personal development plans, and further stimulate employees' enthusiasm and creativity.

(9) Human resource accounting.

Cooperate with the financial department to establish human resource accounting system, calculate the investment cost and output benefit of human resources, and provide basis for human resource management and decision-making.

(10) labor relations management.

Coordinate and improve the labor relations between enterprises and employees, build enterprise culture, create harmonious labor relations and good working atmosphere, and ensure the normal development of enterprise business activities.

What hr needs to do 2 1, campus recruitment

Campus recruitment is not a secret. For any enterprise that needs rapid development, school recruitment is the best choice for them to cultivate high-potential talents, and October is also the month when everyone goes out collectively.

2, directional hunter

The fourth quarter is the period when high-end talents have the most frequent contact with the outside world, because they all need to make a series of preparations for their careers after the year.

At this time, if your enterprise needs high-end talents, you must contact these candidates immediately. Excellent high-end talents are in great demand in the market, and the earlier you get in touch with them, the more opportunities you have.

3, data inventory

In management work, data must be the most convincing evidence. The closer to the end of the year, the more data is needed, so the collection and arrangement of data is particularly important in the whole management process.

As a human resources department, we should be good at collecting financial data, business data, management data and other information, and we should be prepared for annual assessment and promotion and salary increase in terms of input, process and output.

4. Promotion and salary increase

The fourth quarter is the best time for enterprises to be promoted and raised (in terms of cost and process), and many enterprises will choose to be promoted and raised at the end of the year to stabilize morale.

Regarding the salary increase, Xiaohui suggested: twice a year at most, with a maximum of 20% each time, with the shortest interval 10 month.

Regarding promotion, Xiaohui suggested that the human resources department plan the career development of employees every two years. This system can make top talents no longer worry about what kind of rewards and achievements they will get in the future, and they are unlikely to want to find another job.

5. System modification

The fiscal year of almost all companies starts from 1 month 1 day, so the fourth quarter is also the best time for all enterprises to reform various human resources systems.

Before the reform, we will have a quarter of time for full communication and preparation, so that our human resources reform and upgrading can also be carried out smoothly.

6. Talent echelon

The end of the year also ushered in the best opportunity for talent echelon construction;

For enterprises, the construction of talent echelon can not only enable enterprises to select suitable talents, but also cultivate a series of high-potential talents. Enterprises that build talent echelon at the end of the year can achieve the same development and stability at the end of the year and the beginning of the year;

In addition, the company's top management can also see employees' suggestions and expectations for the company's development in the talent echelon activities. If we attach importance to them, we can also improve the willingness of talents to stay in the company.

7. Sincere communication

For most enterprises, the fourth quarter is very busy. In a high-pressure working environment, department heads should strengthen contact with employees to alleviate their anxiety about the company and the future. Speak frankly about the company's present situation and future prospects. The more information you share, the more you can persuade them to accept it.

8. Expectation management

By the end of the year, the human resources department needs to manage expectations more, because for employees, the bonus at the end of the year is what they expect most in a year. If expectations are too high, they are likely to be disappointed.

Therefore, whether it is internal communication or external communication, it is necessary to convey the cruelty and uncertainty displayed to employees, and it is impossible to report good news without reporting worries.