Human resources Commissioner

① Job responsibilities

1. recruitment and employment affairs: making recruitment plans, releasing recruitment information, screening resumes, interviewing, sending employment notices, etc. To assist new employees to join the work.

2. Performance management affairs: communicate with department heads and confirm performance indicators, conduct performance appraisal, provide feedback, and organize reward and punishment measures.

3. Staff training and development: participate in staff demand analysis, formulate training plans, organize internal and external training, compile training materials and curriculum design, etc.

4. Add salary and welfare management: formulate salary standards, manage salary and welfare system and performance rewards and punishments, and formulate welfare policies and implement them.

5. Personnel file management: establish employee files, record employee information changes, keep them confidential, and standardize the use of files.

6. Maintenance of labor relations: handle employee complaints, assist in mediating labor disputes, and implement statutory labor protection measures.

7. Other daily affairs: such as holiday management, employee attendance, social security accumulation fund management, HR information system management, employee relationship management, etc.

② Professional knowledge

1. laws and regulations: understand and master relevant labor laws, regulations and policies, and ensure that enterprises and employees abide by relevant regulations.

2. Performance management: Understand performance appraisal indicators and methods, be able to formulate performance appraisal schemes and indicator systems, evaluate performance and put forward suggestions for improvement.

3. Recruitment skills: familiar with various recruitment channels and methods, able to accurately analyze recruitment needs, write job descriptions and requirements, and organize interviews and evaluate candidates.

4. Salary management: Understand the basic theories and methods of salary management, be able to formulate reasonable salary schemes and reward and punishment measures, and effectively carry out salary management.

5. Training and development: familiar with the training needs and objectives of enterprises, able to formulate and implement effective training plans and courses.

6. Social Psychology: Familiar with the basic theories and methods of social psychology, able to identify employees' psychological needs and emotional changes, effectively use social psychology knowledge in dealing with interpersonal relationships, and improve employees' satisfaction and loyalty.

7. Data analysis: Be able to skillfully use data processing software such as EXCEL, master basic data statistics and analysis methods, and put forward effective human resource management schemes and optimization decisions according to data analysis.

③ Skill requirements

1. communication skills: the human resources department must deal with people from other departments and fully realize cooperation in business. This requires human resources practitioners in enterprises to have strong communication skills. For example, in the recruitment interview process, good language skills are the first step for candidates to recognize the company. Whether a company can attract candidates can also be achieved through oral communication.

2. Analytical ability: Human resource practitioners need to have basic data analysis ability, master basic data statistics and analysis methods, and be able to propose effective human resource management schemes and optimize decisions based on data analysis.

3. Coordination ability: As a salary manager, you should communicate and coordinate with other departments when making salary. Feedback the performance salary in time, and finally connect the work plan with the finance department to ensure the timely payment of salary.

4. Expression ability: Expression ability is divided into two parts, one is language expression ability, and the other is writing expression ability. In all aspects of human resource management, you need to have good presentation skills.

5. Negotiation ability: Human resources work often requires communication and consultation with colleagues, employees and lawyers in different departments. Therefore, human resources practitioners need to be good at negotiation.

6. Keep communication: HR professionals must communicate with management, managers, potential employees and existing employees at all levels. They must do it in writing, not in small groups, and more and more through social media. They must be persuasive, caring and trusting.

7. Team consciousness: The human resources department needs the cooperation of all employees to complete the task before completing its own work. We need to fully understand the needs and plans of other departments, and at the same time play our role in the team and contribute our strength to the enterprise.

④ Professional accomplishment

1. Awareness of confidentiality: HR employees need to protect the privacy of enterprises and employees, strictly keep company secrets and properly manage internal information of the company.

2. Integrity: Human resources practitioners need to abide by professional ethics, maintain an honest attitude, and do nothing that violates professional ethics.

3. Professional knowledge: human resources practitioners need to master certain professional knowledge, be able to analyze and solve problems independently, and provide effective human resources management solutions according to the company's needs.

4. Professionalism: Human resources practitioners need to have professionalism, devote themselves wholeheartedly to their work and contribute to the cause of the company.

5. Communication skills: HR practitioners need to have strong communication skills and be able to communicate effectively with all kinds of people, including employees, bosses, customers and partners.

6. Self-management: Human resource practitioners need to have certain self-management ability. Including time management, emotional management, stress management, etc. , to ensure work efficiency and quality.

7. Teamwork: HR practitioners need to play their role in the team. Cooperate with other departments to contribute to the development of the company.

8. Learning and innovation: Human resources practitioners need to keep the spirit of learning and innovation, keep pace with the times, constantly learn new knowledge and skills, and improve their overall quality.

⑤ Wages and treatment

The salary of human resources varies from person to person and is influenced by many factors. Some common influencing factors include job level, work experience, location, enterprise size and industry background. In addition, the salary system of different enterprises will be different.

Generally speaking, the promotion of human resources practitioners at the post level and the increase of work experience will bring about corresponding salary growth. In addition, in cities with higher economic level, the salary level of human resources practitioners may also be higher. Similarly, compared with small enterprises, large enterprises may have more favorable remuneration for human resources practitioners.

There are also great differences in salary levels in different industries. In some high-tech, financial and other industries, the salary level of human resources practitioners is usually higher; In some traditional manufacturing and service industries, the salary level of human resources practitioners is relatively low. It should be noted that the salary level depends not only on the individual's qualifications and abilities, but also on the industry, region and enterprise scale. Therefore, choosing the right enterprises, industries and regions can also have a certain impact on the salary level of human resources practitioners.

⑥ Development prospect

1. The future trend of human resource management is mainly manifested in the following aspects: digital transformation: With the rapid development of information technology, human resource management is no longer a simple data collation and personnel scheduling, but needs to use big data, cloud computing and other technologies to manage and assess employees, so that human resource management will develop in a digital and intelligent direction.

2. Emphasize employee experience: In the future, enterprises will pay more attention to employees' career development and quality of life, not only providing employees with a good working environment and welfare benefits, but also providing personalized career planning to meet their individual needs.

3. Diversified employment mode: With the rise of new employment modes such as flexible employment and telecommuting, future enterprises will pay more attention to the flexibility of employing people, introduce more outsourcing, short-term employment and freelancers, and human resources practitioners also need to have more types of employment management knowledge and skills.

4. Advocating corporate culture: In the future, enterprises will pay more and more attention to their own corporate culture construction to attract and retain outstanding employees. Therefore, human resources practitioners need to be able to participate in the construction and maintenance of corporate culture.

⑦ introductory guide

1. Understand human resource management: Before starting your career, it is very important to understand the basic concepts, theories and practical experience of human resource management. You can acquire relevant knowledge by studying specialized courses, attending training courses and reading related books.

2. Choose related majors: If you want to take human resource management as your career direction, you can choose related majors for in-depth study. Such as human resource management, organizational behavior, labor relations and other majors.

3. Accumulate practical experience: In addition to learning theoretical knowledge, practical experience is also very important. You can accumulate work experience related to human resource management through internship, part-time job or volunteer.

4. Establish interpersonal networks: HR practitioners need to establish extensive interpersonal networks, establish contacts with professionals and HR experts in other industries, and understand industry trends and best practices.

5. Participate in relevant certification training: By participating in certification training related to human resource management, such as the certification of American Human Resource Management Association (SHRM) and International Human Resource Management Association (HRCI), you can improve your skill level and professional competitiveness.

Eight reasons to join the business

As a human resources practitioner, you will become a bridge between enterprises and employees. And it can bring more valuable human asset management to enterprises and employees, with broad development prospects and rich network resources. If you want to contribute to society, develop prospects and interpersonal relationships, then becoming a human resources practitioner is undoubtedly a very good choice.