What do the human resources assistants of Ping An Insurance Company of China mainly do?

The main work contents of the personnel assistant are as follows:

1. Make phone interviews to recruit potential employees, or complete monthly recruitment quotas through other channels;

2 . According to the list, call for interviews every day and notify successful applicants to submit entry materials;

3. Independently complete the first interview of newcomers, aptitude test, send newcomers to take the examination, accompany newcomers for training, and handle induction procedures. Coach new employees, accompany them into the camp, promote new employees to become regular employees, establish a talent pool, etc.;

4. Actively expand other recruitment channels;

5. Report the work results of the day every day, once a week Regular meetings;

6. Review the work logs of new recruits every day, provide guidance, and implement activity management;

Extended information:

Ping An Insurance of China Born in Shekou, Shenzhen in 1988, it is China's first joint-stock insurance company. It has developed into an integrated, close-knit and diversified comprehensive financial services group integrating finance, insurance, banking, investment and other financial businesses.

The main role of the human resources assistant

Responsible for affairs management

Assist the general manager to do a good job in comprehensive coordination among various departments, implement the company's rules and regulations, and strengthen the management of various departments. Supervise and inspect the work, communicate internally and externally, ensure that superior information is handed down and subordinate information is reported, and is responsible for urging, investigating and implementing matters decided in meeting documents.

Strengthen external liaison, expand public relations business, be responsible for the discussion and revision of the company's organizational system and work responsibilities, and be responsible for the management of company vehicles.

Human resources development

1. Design of organizational structure, job descriptions, manpower planning and preparation, and attendance management.

2. Recruitment use:

Provide relevant information for job analysis to coordinate the department’s human resources plan with the organization’s strategy, conduct interviews for applicants and make final hiring and assignment decisions. Make decisions on promotions, transfers, rewards, punishments and dismissals, prepare job analysis and job analysis, and formulate human resource plans.

Through these efforts, "people and things are suitable" within the enterprise, that is, scientific methods are used to arrange employees into appropriate positions according to job requirements to achieve reasonable allocation of human resources.

3. Work remuneration:

Develop a reasonable salary and benefit system, pay according to work, reward based on merit, and reward employees for their work results through remuneration, insurance and benefits. Affirmation and assurance. Secondly, various incentive strategies that promote employees' morale and productivity are also an effective reward for employees' work performance.

4. Training development:

Provide training development needs and a list of trainees, formulate and implement training development plans:

Mainly refers to vocational skills training and vocational training Quality training, providing consultation for employee development, standardizing the guidance of on-the-job training and development, and improving employee behavior through training and development to "improve employee capabilities" and "leverage employee capabilities" to meet the expected standards.

5. Personnel assessment:

Mainly responsible for work assessment, satisfaction survey, research on work performance assessment system and satisfaction evaluation system, formulating disciplinary reward and punishment system, and formulating performance based on job responsibilities Assessment standards.

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 corporate operations can be improved and maintained.

Reference: Human Resources Assistant_Baidu Encyclopedia