What are the positions in the personnel department?

Question 1: What are the positions in the personnel department? How many people? The personnel department is the human resource management department of an enterprise or group.

Chinese Name: Personnel Department

Belong to: enterprise or group

Nature: human resources

Attribute: Management Department

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Department profile

The personnel department is a department that manages talents in a unit. The former Ministry of Personnel of People's Republic of China (PRC) and the Ministry of Labor and Social Security of People's Republic of China (PRC) merged into Ministry of Human Resources and Social Security of the People's Republic of China.

major duty

Brief introduction of responsibilities

Be responsible for formulating the company's personnel management system, implementing it and putting forward reasonable opinions and suggestions.

Responsible for the rational allocation of labor posts and the control of total labor force.

Responsible for personnel evaluation and assessment. Establish personnel file database, standardize personnel training, assessment and selection procedures, and organize regular or irregular personnel assessment and selection;

Prepare labor balance plan and salary plan. Do a good job in the rational flow and arrangement of labor force;

Formulate the working system of labor and personnel statistics.

Responsible for the labor discipline management of the company's employees. Check the implementation of the company's labor discipline regularly or irregularly, make timely assessment, and be responsible for the management of attendance, rewards and punishments, vacations and transfers;

Strictly abide by the labor law, local labor policies and the company's labor management system, be responsible for recruitment, employment and dismissal, organize the signing of labor contracts, and manage employees according to law;

Be responsible for approving the salary standard of each post. Do a good job in labor wage statistics, and be responsible for the examination and approval of daily wages, overtime wages, travel wages and attendance rewards;

Responsible for the quota and plan management of employees' labor insurance supplies;

Cooperate with relevant departments to do a good job in safety education.

Responsible for the preparation of training plan, paying special attention to employee training.

Responsible for the annual audit within the company.

Responsible for the company's annual training arrangement.

Interview of civil servants in personnel department

Detailed responsibility

To study and formulate plans and schemes for personnel system reform, formulate policies and regulations on personnel management, establish a scientific and legal personnel management system and conduct supervision and inspection; To study and formulate policies and regulations on the establishment of posts and personnel distribution in institutional reform.

To formulate macro policies on overall planning, structural adjustment and salary distribution of staff of state organs and institutions, and to prepare personnel plans and salary plans of state organs and institutions.

Manage the construction of national professional and technical personnel and professional and technical teams. Responsible for the planning and training of senior professionals; Organize the selection of young and middle-aged experts who have made outstanding contributions and enjoy special allowances, and be responsible for the management of experts who have settled in China (returned to China); Study and improve the postdoctoral system; Responsible for the placement of overseas students, job adjustment and related research funds; Responsible for the continuing education of professional and technical personnel; To study and formulate policies and regulations on recruiting professional and technical backbone talents in China by foreign institutions and organize their implementation.

To study and formulate the overall plan of personnel system reform in public institutions, study and formulate policies and regulations on the management of staff, professional and technical personnel and workers in public institutions and organize their implementation; Centralized management of professional and technical personnel titles, improve the appointment system for professional and technical posts, implement the professional and technical qualification system, and improve the professional and technical qualification examination system.

Improve the national civil service system, formulate policies and regulations on the management of national civil servants, and guide and coordinate the implementation of the national civil service system by various regions and departments.

Responsible for the planning and development of human resources, formulate policies and regulations on the flow of talents, develop and standardize the talent market, establish an access system for overseas talent institutions and organizations to enter China's talent market, and establish and improve the personnel dispute arbitration system; Participate in the reform of employment system and the formulation of employment policy for college graduates, and put forward the mandatory distribution plan for college graduates that the country urgently needs and should guarantee; To undertake the selection and transfer of personnel with special national needs; According to the division of labor, study and formulate policies and regulations on "rural to non-agricultural" and organize their implementation.

To study and formulate the salary system, policies, standards and management measures for the staff of organs, institutions and embassies and consulates abroad; Study and establish a regional allowance system and improve the hardship post allowance system; Study and improve the retirement policies and regulations of state organs and institutions and organize their implementation.

To study and formulate the national reward and commendation system, review the personnel who are rewarded and commended in the name of the state, guide and coordinate the reward and commendation work, and review the reward and commendation activities implemented in the name of the State Council.

Formulate resettlement policies for demobilized military cadres, formulate resettlement training plans and organize their implementation, and study and establish a resettlement system for demobilized military cadres that is compatible with the socialist market economic system.

X. Guide and coordinate international talent exchange and cooperation, and undertake * * *......> & gt

Question 2: What are the positions in the personnel department of a general company? The personnel department generally has the following positions:

Director of Personnel Department, Manager of Personnel Department, Director of Personnel Department, Personnel Commissioner in charge of recruitment, Wage and Welfare Commissioner in charge of welfare and social security wages.

Question 3: What are the positions in the personnel department? Generally speaking, the personnel department has the following positions:

Director of Personnel Department, Manager of Personnel Department, Director of Personnel Department, Personnel Commissioner in charge of recruitment, Wage and Welfare Commissioner in charge of welfare and social security wages.

Question 4: What does the personnel department in a company generally do? What are the specific positions? Every company will be different.

Generally called the personnel department, it may have a relatively simple basis: recruitment, training, employee relations (social security, resignation, labor disputes, etc.).

Working angle:

Recruitment-interview, induction training (possibly employee file management)

Training-new employee training, skills training and management training

Employee relations-social security, account transfer, resignation, labor dispute handling.

If the company's concept of human resources is slightly improved, there will be:

Human resource planning-decompose the company's development strategy and formulate medium and long-term human resource development strategy and development plan.

Performance management-design, promotion and implementation of performance scheme

Salary management-the design and improvement of salary scheme

Corporate culture-this is not clear.

That's about all I understand.

You can refer to some books on human resource management.

Question 5: What are the positions in the administrative personnel department? It depends on the company's own needs. Not every company must have several positions.

Small companies may not have this department directly, and large companies may have separate administrative departments and personnel departments.

If there is a shortage of manpower, you can set up more commissioners or several deputy supervisors.

Question 6: What does the personnel department do? Human resource management is generally divided into six modules:

Human resource planning; Recruitment and configuration; Training and development; Performance management; Salary and welfare management; Labor relations management.

The daily work of the personnel department revolves around these six blocks.

1, human resource planning, through more forward-looking and leading human resource management activities, realize the optimal allocation of human resources and other resources, and pay more attention to the incentive development in advance and in the process, so as to achieve appropriate personnel.1+1>; 2. The main management principle is people-oriented. Human resource planning is the starting point and foundation of various specific human resource management activities, which directly affects the efficiency of the overall human resource management of enterprises and assists employees in career planning.

2, recruitment, research and analysis of the status quo and structure of employees, according to the development of enterprises and market environment, recruitment number, specialty, work ability, etc. , form a report to provide information for business leaders to make decisions.

3. Training and development. Enterprises should not only employ people, but also pay attention to retaining people. It is essential to provide training opportunities for employees, such as on-the-job training for new employees, business skills training for employees and training to improve their comprehensive quality.

4, performance, in order to motivate employees, improve work efficiency and ability, employees need to be assessed, rewards and punishments are clear, so it is necessary to study reasonable performance appraisal methods and performance bonuses.

5. Salary and welfare. The lowest demand for employees to participate in work and labor is salary. It is extremely important to formulate reasonable salary standards. Better benefits can better retain employees, but excessive benefits will also bring huge economic pressure to enterprises, and it is necessary to investigate and formulate reasonable standards.

6. Labor relations mainly involve the signing, rescission and renewal of formal employee labor contracts. Labor dispatch and employment should comply with regulations and avoid employment risks. Another important thing is labor security, which involves employees' social insurance and provident fund.

Therefore, the work of the personnel department is quite complicated and important.

Question 7: What is the main job of the company's personnel department? Every company will be different.

Generally called the personnel department, it may have a relatively simple basis: recruitment, training, employee relations (social security, resignation, labor disputes, etc.).

Working angle:

Recruitment-interview, induction training (possibly employee file management)

Training-new employee training, skills training and management training

Employee relations-social security, account transfer, resignation, labor dispute handling.

If the company's concept of human resources is slightly improved, there will be:

Human resource planning-decompose the company's development strategy and formulate medium and long-term human resource development strategy and development plan.

Performance management-design, promotion and implementation of performance scheme

Salary management-the design and improvement of salary scheme

Corporate culture-this is not clear.

That's about all I understand.

You can refer to some books on human resource management.

Question 8: What departments are there in the Personnel Bureau and what positions are there in the personnel department? Generally speaking, the personnel department has the following positions:

Director of Personnel Department, Manager of Personnel Department, Director of Personnel Department, Personnel Commissioner in charge of recruitment, Wage and Welfare Commissioner in charge of welfare and social security wages.

Question 9: What are the positions in the human resources department of a general company? According to six modules, there are usually recruitment experts, training experts, personnel experts, performance experts, compensation experts and employee relations experts. The planning of this module is usually completed by the manager.

The word "ordinary company" is vague. General companies set posts according to actual conditions. There is no fixed position, and there is no distinction between good and bad. What is appropriate is good. Some companies have completed all the personnel work with only one personnel specialist, and some are even more detailed than the above division of labor. My ranking is arranged according to the process, and there is no difference in the size and importance of the positions at the same level.

Under normal circumstances, the requirement is a college degree, and some formal ones are undergraduate degrees. As for those who require a master's degree, they are all arrogant companies that deliberately raise the threshold. If you want to do a good job in human resources, you still need a bachelor's degree in human resources and only do basic things (more than 80% companies do this). Under normal circumstances, the requirements of personnel commissioners are lower than those of other posts, because the work content is relatively simple.