What are the functions of the human resources department? What does it do?

There are many people who don’t know what the human resources department should do and what its basic functions are. In my impression, everyone seems to know the "six major modules" of human resources management, but not everyone clearly understands how to connect and cooperate with each other. 1. Let’s talk about the recruitment function first. Some companies are able to recruit at will in each production workshop. The human resources department does not know about the new employee until ten and a half months after the employee comes in. After the employee leaves for a month, the human resources department only signs the salary settlement. In such a company, what is the human resources department doing? Can the human resources department play its due role if it cannot even control the entry and exit of employees? Recruitment and appointment in public institutions is the most basic function of the human resources department. When an employee enters an enterprise, his job trial, job transfer, promotion, demotion, including resignation and resignation, all fall under the jurisdiction of the human resources department. Delegating power and passing the buck are all signs of irresponsibility. 2. Let’s talk about the training function. After an employee enters the company, whether he is a novice or a veteran, experienced or inexperienced, he must receive unified training. Pre-job training is essential. The responsibility for organizing and managing pre-job training belongs to the human resources department. Every company has its own practices and corporate culture that are different from other companies, and has its own rules, regulations, and operating procedures. These must be trained in place before employees take up their jobs. Otherwise, if there are differences or frictions at work in the future, they will have different opinions. One end: You speak according to company regulations, and he speaks according to his own experience. Pre-job training is only an important part of the entire corporate training system, but it is by no means all of training. There are also on-the-job training, job transfer training, promotion preparation training, off-the-job training for key positions, and in-factory training for external experts. For brand management companies, there are also franchisee training, dealer store manager training, terminal training...etc., which are all integral parts of the corporate training system. All training must be planned, arranged and organized in a unified way. It is necessary to consider not only the integration of resources, but also the consistency of goals and effects. A fragmented enterprise often lacks training or lacks unified training. Training is the guarantee for employee development and the development of enterprises. Nowadays, many young people are keen to work in foreign companies because of their training opportunities and development prospects. 3. Performance appraisal function. It can be said that performance appraisal has received unprecedented attention in Chinese enterprises. The human resources department of any enterprise must not do other tasks but performance appraisal. As for the effect? But few were satisfied. There are many human resource managers and business owners who suffer from the formality of performance appraisal! Why is it that performance appraisal, which is valued by everyone all over the world, has become a useless and tasteless thing that everyone discards? The root causes are: first, the starting point of the assessment is wrong; second, the borrowed method is wrong. How to carry out performance appraisal work that is consistent with the actual situation of the enterprise is beyond the scope of this article. 4. Compensation and benefits management functions Compensation and benefits management belongs to the human resources department, so there should be nothing to say, right? What may surprise you is that in some companies, salary and benefits management is done independently by each unit and department. There is no unified salary system, no unified calculation formula, no unified payment standard, and no unified salary adjustment regulations. What a garbled word! Xuzhou Enterprise Recruitment People depend on food. Salary and welfare management is the core of enterprise management and a top priority. In any enterprise, all other functions can be dispensed with, but the salary management function cannot be dispensed with! To put it bluntly, management means whether the profit distribution method is good, whether the rewards are proportional, and whether all employees are comfortable and happy with the money. For the boss, it is whether the salary I pay can be exchanged for the profit I want. Of course, in today's society, people's needs are diversified, and the composition of salary and benefits is also diversified. Therefore, there is the design of salary and benefit packages and a series of specialized management activities. But no matter how the combination changes, the functions attributed to the human resources department can never change. 5. Labor relations management functions If the human resources department only keeps files and reports personnel statistics, there is really no need to exist! The production plant ignores work-related injuries and leaves the factory manager to resolve conflicts between employees and the company. The human resources department is seriously derelict in its duties (the factory manager can and should help solve the problem, but he is not the protagonist in solving the problem). Production plants, departments and units of enterprises are only employers, and management cannot get rid of the human resources department. If any unit or department is not satisfied with the use of subordinate employees, it can be returned to the human resources department for other arrangements. Each unit and department has the right to make recommendations to employees who do not listen to assignments and disobey management, but they have absolutely no right to expel employees. Therefore, all issues involving labor relations are handled by the human resources department. It would be an overstep of authority for others to handle it, and it would be dereliction of duty for the HR department to give up. 6. Finally, let’s talk about the human resource planning function. Popular Recruitment Originally, this should be mentioned at the beginning, but since many companies ignore this function, and its importance is not comparable to other functions, I will make a key statement at the end. Whether an enterprise's employees are competent and meet job requirements, human resource planning is critical. There is no employment plan that is in line with the actual situation of the company, and there is no direction or standard for recruitment, and there is no quality. When to recruit, where (occasion) to recruit, how to screen recruiters, how to use... Without reasonable planning in advance, if you rush to the last minute, you will not be able to recruit suitable candidates, and you will not be able to guarantee the quality of recruitment. Therefore, the collection and confirmation of employer demand information is very important.

The enterprise's development strategy and development direction also affect the enterprise's employment plan. This all has to be planned in advance. To do a good job in human resource planning, the human resources department must pay attention to both ends. The first is from the top, understanding the corporate strategy, including development strategy and talent strategy; the second is from the bottom, the growth of existing personnel and future needs of each employer in the company. This is inside information. To do a good job in human resource planning, you must also understand external information. Understand the supply and demand information of the external talent market, understand the flow of talents in the same industry, and understand the suitability of talents with the enterprise. People in the human resources management department must both go on and go out. Sitting in the office and asking for data and information is not a good way to do human resource planning. It is even more difficult to do all the work of human resources management. The above six major functions of human resource management can only be said to be the most basic functions of human resource management. With the development and growth of enterprises and the development and progress of society, the functions of human resource management will only increase, not decrease. For example, corporate vision management, employee career planning and design management, employee personality psychological assessment, etc. can all be included in the management functions of the human resources department.