What is the difference between the responsibilities of the human resources department of the group headquarters and those of the branches?

The difference of responsibilities between the human resources department of the group headquarters and the human resources departments of each branch;

1, responsibility standard:

The responsibility of the human resources department of the group headquarters is to operate affairs according to the six modules of human resources: human resources planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management.

The responsibility of the human resources department of each branch is mainly to concentrate their own economic indicators.

2. Different heights:

The group belongs to the top management of the company, so it needs top-level design and high-level human resources strategic planning of the group, including and promoting the formulation and implementation of human resources planning of the branch;

The human resources department of each branch is mainly responsible for implementing the planning of the human resources department of the group headquarters.

3, subordinate problems:

The work of the branch is also an integral part of the group's work, and it is fully responsible for the group's human resources department; Branches will perform different functions according to the business they operate; And the group is standing in the perspective of comprehensive interests, to examine a company's human resources strategic decision.

4. Interest standard:

The group and its subsidiaries are unified, but there are also contradictions. Subsidiaries concentrate their respective economic indicators, and the group weighs them from a comprehensive perspective, and finally maximizes the interests of the group.

Extended data:

Main responsibilities:

1, formulate the work plan of the department, and organize the implementation after being approved by the superior leader.

2. Formulate and revise various human resource management systems and measures of the unit, and establish an institutionalized, standardized and scientific human resource management system.

3. According to the development strategy of this unit, analyze the existing human resources situation of this unit, predict the personnel demand, formulate and modify the human resources plan, and implement it after being approved by the superior leaders.

4. Conduct job analysis with the assistance of various departments; Put forward opinions on post setting adjustment; Clear departments, job responsibilities and job qualifications; Compile, revise and improve the job descriptions of departments and posts; Reasonably evaluate the post value.

5. According to the job requirements and human resources planning, make a recruitment plan, make good preparations before recruitment, implement recruitment and complete the procedures after recruitment.

6. Organize the establishment of performance management system and formulate relevant plans; Take the lead in organizing all departments of the unit to conduct performance appraisal, give guidance and supervision, and assist the general manager's office in assessing the heads of all departments; Do a good job in summarizing, reviewing and filing the assessment results.

7, according to the needs of unit planning and staff development, establish and improve the staff training system; Organize, implement, guide and coordinate employee classification and grading training, and strive to improve the quality of employees.

8. Formulate the salary and welfare plan of the unit, and organize the implementation after approval; Calculate employee's salary, calculate employee's social insurance payment standard and pay social insurance.

9. Do a good job in employee personnel file management. Regularly summarize and prepare statistical reports and reports related to human resource management.

10, handle the recruitment, transfer, reward and punishment, resignation and retirement procedures of employees, handle the inspection, selection, appointment and removal of middle-level managers, and take the lead in organizing the annual assessment of unit leaders.

1 1, do a good job in labor contract management, labor dispute handling and labor protection.

12, communicate and coordinate with all departments in time, and assist all departments to do a good job in employee management. Do a good job in departmental construction, constantly improve internal management, and improve the overall quality of employees and departmental performance.

13, complete other tasks assigned by unit leaders.

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