What are the requirements of a personnel Commissioner to work as a personnel Commissioner?

? First, good communication and expression skills

? Recruiters should be able to accurately, clearly and vividly introduce the enterprise and business situation to candidates, and accurately and skillfully answer various questions raised by candidates. At the same time, recruiters also need to contact with the talent market, advertising media or media, and they need to express themselves through interviews, telephone calls, emails and other forms to express the requirements of enterprises for candidates.

? Second, be able to make human resources planning

? According to the company's business development goals, formulate human resources planning, adopt various ways to expand recruitment channels, standardize recruitment processes, participate in interviews and screening of candidates for key positions, improve recruitment quality, reduce recruitment costs, and ensure that the company's human resources stock meets the needs of business development; According to the needs of business development, formulate and organize the implementation of employee training plan, organize skill appraisal, supervise the evaluation of training effect, reasonably control training expenses, ensure the training coverage and training satisfaction of employees meet the requirements of the company, and improve the quality of human resources of the company; According to the company's business orientation, formulate the performance appraisal management system, implement the appraisal indicators and supervise the implementation, count the appraisal results, manage the appraisal documents, and do a good job in performance improvement, communication and dismissal of unqualified employees after appraisal.

? Iii. recruitment and staffing

? According to the plan, the recruitment is divided into offline and off-season, and the budget is allocated reasonably; Talent distribution should be reasonable, it is not easy to train talents, work should be quantified as far as possible, and all-round assessment should be done. 3. Training. Training for newcomers, training for team building, and training for yourself. All need to be carried out reasonably according to the company's plan. 4. Performance management. Reasonable performance evaluation is also different in different industries, different companies, different positions and different positioning. However, when doing it, you should be careful and never make mistakes, check and check, and check and check.

? Fourth, to do a good job of employee assessment

? Horse racing is not as good as horse racing. It is necessary to establish quarterly, semi-annual and annual assessments, avoid eating from the same pot, do more and do less, and do a good job and do a bad job. This is unfair to good employees. It is necessary to let employees with excellent performance surface, and to transfer posts or persuade employees with poor performance. At the same time, it is necessary to match the assessment results with performance and promotion, so as to stimulate the morale of employees and form a good atmosphere in the company.