What does the administrative personnel supervisor do?

as a staff department of the company, the administration and personnel department shoulders the management responsibility of the whole company. She not only provides a service platform for the normal operation of the company, but also provides various support and services for all the activities of the company. The quality of her operation is directly related to the standardization process of the whole company, but in real life, this department has been criticized by other departments and personnel. The reason is that her work is mostly service, and her work performance has no obvious results. It can't be quantified in the work assessment, and it is generally easy to be ignored by the boss. In some companies, it is even considered dispensable by the boss. Therefore, at present, the head loss of this department is much larger than that of other departments. Then I'll talk about the work of the administrative personnel department and how to be a director (office director) of the administrative personnel department.

First, let's talk about the responsibilities of the personnel administration department:

1. Be responsible for the administrative management and daily affairs of this department, assist the general manager to do a good job in comprehensive coordination among various departments, implement the company's rules and regulations, communicate with internal and external contacts, ensure the release of information and the reporting of information, be responsible for urging, investigating and implementing the matters decided in the meeting documents, and be responsible for discussing and revising the organizational system and work responsibilities of the whole company.

2. Human resource management and development

(1) Design of organizational structure, job description, manpower planning and attendance management.

(2) Employment:

Provide relevant information about job analysis, so as to make the department's human resources plan consistent with the organization's strategy, make final hiring and appointment decisions for applicants, make decisions on promotion, relocation, rewards and punishments, and dismissal, compile job analysis and work analysis, and formulate human resources plans. Through these, the company can make "personnel appropriate" within the enterprise, that is, adopt scientific methods and, according to job requirements.

(3) Work remuneration:

Formulate a reasonable salary and welfare system, pay according to work, reward according to merit, and affirm and guarantee employees' work achievements by means of remuneration, insurance and welfare. Secondly, various incentive strategies to promote employees' morale and production efficiency are also an effective reward for employees' work performance.

(4) Training and development:

Undoubtedly, the current market should be the competition of product quality, in the final analysis, the competition of talents and the overall quality of an enterprise. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise's career, pursue all-staff Excellence and people-oriented management. Provide the training development needs and the list of trainees, formulate and implement the 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, and improve the behavior of employees and reach the expected standards through training development.

(5) Personnel assessment:

Mainly responsible for job assessment, satisfaction survey, research on performance appraisal system and satisfaction evaluation system, formulation of disciplinary reward and punishment system, and formulation of performance appraisal standards based on job responsibilities. Through these activities, the status and treatment of employees can be fairly determined, the development and rational utilization of human resources can be promoted, and the high efficiency of enterprise management can be improved and maintained.

3. Be responsible for the revision, formulation, inspection and supervision of the company's rules and regulations.

Using the management mode of combining rigidity with flexibility, a set of management system suitable for the enterprise itself is formulated, and command, control, command and rigid management are forcibly carried out by using the right and organizational system to achieve the goal.

4. Be responsible for general affairs management

Without logistical support, it is impossible to ensure the stable and normal operation of production. First of all, we should formulate relevant systems to strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets, sanitation, environment and vehicles.

5. Security

Strengthen the management of personnel access, official visitors, vehicle access, fire safety, anti-theft and disaster prevention, occupational safety protection, etc. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a peaceful and peaceful working and living environment, and ensure the life and property safety of employees in the company.

6. Emphasize the enterprise spirit and create the corporate culture of the company

Corporate culture can not only reflect the strategic objectives, group consciousness, values and ethics in the production and operation activities of the enterprise, but also condense the sense of belonging, enthusiasm and creativity of the employees, and guide them to work hard for the development of the enterprise and society. At the same time, corporate culture also has two binding forces, one is hard binding force and system, and the other is soft binding force and intangible, that is, active enterprise.

7, shaping corporate image

(1), corporate spirit image, which has strong cohesion, appeal, guidance and binding force for employees, can increase employees' trust, pride and honor in the enterprise.

(2), corporate environment image

Because creating a good corporate environment is the premise and foundation for the smooth progress of corporate production and business activities, and fully understanding the characteristics of corporate environment is the basis for creating a good corporate environment.

(3) Corporate employee image

The Code of Daily Conduct for Employees is formulated, because good employee quality and image are important components of corporate image and the concrete implementation of corporate culture. Employees' good appearance, manners, work ability, scientific and cultural level, mental outlook and work efficiency will give the public an overall impression.

Second, we should understand the role and position of the head of the personnel administration department in the company

1. The role of assistant and staff officer: As the middle-level cadre of the company, the head of the personnel administration department should first follow the instructions. To change our knowledge, we should understand that we are no longer the housekeeper of the company, not only in partnership with other departments, but also in strategic cooperation with the boss. Since the boss is setting up this department, we should play our due role in personnel policies, personnel relations and other issues of the company, in order to provide advice to the boss and become a good assistant and helper of the boss. Only in this way can we play the role of the department and personnel.

2. service providers and supervisors: because of the particularity of the department, the nature of the work of the departments and personnel is determined, mainly in the following two aspects: (1) providing services for the company's development and employees' lives; (2) As a functional department, it inspects the labor and personnel work of various departments and punishes violators accordingly.

3. Self-disciplinarian and demonstrator: As the makers and executors of the management system, the department and personnel should first be strict with themselves, while the iron is hot. If we can't be strict with ourselves, we can't be strict with others, which will have a very bad influence on the prestige of the department.

4. Athletes and coaches: Although the personnel of the personnel administration department is a management department, it is also a team. The company set her up to achieve the company's goals, which requires us to sprint towards the company's goals like athletes and all employees, and to give guidance and help to employees at any time like coaches.

third, finally, it involves the quality requirements of the relevant personnel in this department. Because the main job of the personnel in this department is to deal with the personnel of the company, it requires high quality, knowledge, skills and qualifications of the personnel in this department, which requires us not only to have a strong sense of service, but also to be good at communication and coordination, to have a certain degree of mastery of the employees' psychology, and to have certain requirements on relevant personnel knowledge and skills.

fourth, to play the role of this department, we should not only do a good job in team management, but also do a good job in system management, and establish a 5P human resource management system for enterprises, namely, a personnel management system based on knowledge, a recruitment and selection system with people as the guide, a training system driven by educating people, a system with people as the core and a salary incentive system with the purpose of retaining people.

5. At present, the personnel administration department and personnel will eventually help solve the problem that the enterprise "should not come, but should not come again; The abnormal phenomenon of "should not go, should not go again" involves the company's management system, recruitment system, performance management, salary policy, corporate culture and so on. Specifically, the personnel administration department is how to do a good job in recruiting, educating, employing and retaining people.

in a word, the ultimate goal of the personnel administration department is to ensure the normal operation of the company and the steady and normal production, and create economic benefits for the enterprise, which is also the value of the personnel administration department. As the head of a personnel administration department, if you can't master most of the above knowledge and skills, it is impossible to do a good job in this department, let alone create economic benefits for enterprises.

Of course, a person who is full of talents without the spirit of hard work is also difficult to be competent for the position of the head of the department, which requires the eyes of the employer, and those who are discerning will certainly know heroes!