The personnel specialist writes 200 words a week.

The personnel specialist writes 200 words a week.

Zhou Ji, HR Commissioner, 200 words. The diary we write every day is actually a variant of the diary. During the internship, the weekly diary and diary need to be familiar with the format first. The internship diary is full of longing and longing for a new life. For interns, diary is a process of progress that can be seen by the naked eye. The following is a 200-word essay written by human resources Commissioner Zhou Ji.

Zhou Ji, HR Commissioner, 200 words 1 Enriching the pre-job training and welcoming the second week of specific work. This week, I mainly contacted xxx's personnel file management. Establishing and perfecting the custody system is the key to effectively keep personnel files. Through a week's time, I have roughly experienced the following process:

1. For the filing of personnel materials, first identify the materials to see if they meet the filing requirements; Secondly, according to the nature and content of materials, determine the specific location of filing, and add the name of materials in the catalogue again; Finally, put the new material into the file.

2, check the file, check the personnel file itself, such as check whether there is mildew, moth, etc. And check the storage environment of personnel files, such as checking whether the doors and windows of the warehouse are in good condition and whether there are other storage errors.

3. The transmission of personnel files is generally caused by job changes.

4. Learn the confidentiality system of personnel files.

As professionals, they are not allowed to disclose the contents of personnel files without authorization and keep them strictly confidential. 5. Personnel file statistics mainly include personnel file quantity statistics, data collection supplementary information statistics, file keeping statistics, warehouse equipment utilization statistics and personnel file statistics.

Zhou Ji, the Human Resources Commissioner, has a graduation internship in the Human Resources Department. The first week is mainly pre-job training. Company executives introduced the company's rules and regulations, corporate culture and other contents, followed by a week-long training and safety education. During this period, I am mainly familiar with the internal organization setup and staffing plan of xxx Human Resources Department, how to rationally allocate manpower according to work needs, and how to recruit, assess, reward and punish employees. Dismissal work, do a good job in recommending all kinds of advanced figures, all kinds of award candidates and the objects funded by talent funds, how to organize the specific work of employee regularization, grading and employment, and be familiar with daily employee management, including attendance management, entry and exit approval, and selection and management of in-service graduate students; How to distribute the wages, allowances, subsidies and retirement expenses of retirees, and examine and approve personnel expenses such as overtime pay, holiday expenses and visiting relatives; Personnel file management process and other daily work links, and strive to be competent as soon as possible through a week of training.

Today is Saturday. Pick a sunny morning and write down my first week's internship experience. Although internship is not a real job, it is a starting point of my work and life, and it is an indispensable stage for me to transition from a student to a professional. On the first day in the company, everything was strange and fresh. Unfamiliar faces, unfamiliar but friendly smiles. A week passed quickly. During this week, I tried to adapt myself to the environment and integrate into this big group more quickly, because only dealing with my boss and colleagues can be beneficial to my work.

The most important thing is to recruit personnel specialist Zhou Ji 200 words 3, and the quality of employees is really related to the development of the company. Therefore, the leaders attached great importance to the recruitment work, adopted a series of measures and invested a lot of manpower, material resources and financial resources. However, due to the following defects in the process, the recruitment work is still far from the expected goal.

Therefore, some optimization suggestions are put forward: firstly, the clinical department makes a recruitment plan according to the quantity and quality requirements of human resources planning and job analysis, and the human resources department reviews it, especially the personnel requirements and expenses, and submits it to the dean for approval after signing the opinions. Secondly, when drafting the recruitment plan, the specific contents should include: positions, needs and specific requirements of each position; The time, method, channel and scope of recruitment information release; The source and scope of the recruitment target; Recruitment method; The implementation department of the recruitment examination; Recruitment budget; Recruitment end time and new employee arrival time. Thirdly, according to the time, method, channel and scope of recruitment information release determined in the recruitment plan, the human resources department implements specific release work.

Conduct qualification examination, interview and examination for candidates again. The Human Resources Department will hand over the list of qualified job seekers and materials to the clinical department. After the primary selection of the clinical department, the Human Resources Department will conduct a second interview and physical examination. In this process, the selection should be made in strict accordance with the job description criteria generated in the job analysis stage. Then sign a trial contract with the hired personnel and arrange suitable positions. The probation contract shall specify in detail the probation position, probation period, remuneration and benefits during probation period, performance objectives, obligations and responsibilities of employees during probation period, and conditions for employees to become full employees.

Finally, the recruitment cost, the number and quality of employees are evaluated and fed back to the dean in the form of a report.