What does a personnel assistant do?

Question 1: What does a personnel assistant do? Personnel-five major items, attendance, performance, recruitment, training, corporate culture,

I see. You should understand what these five items do. In fact, they should help superiors do some transactional things, such as printing some documents and separating these four words.

As mentioned above, people,

Assistant-it's your job to help your superiors do their job well. You should always share the workload for your superior, which is what he instructed you to do. At the same time, you also have a job, just some documents, printing, meeting minutes and so on. Every enterprise is different, but not bad. The English for personnel is HR,

HRA refers to human resources and administrative systems and personnel, and also refers to human resources.

Finally, I wish you happiness! Personnel is not difficult, being a man is more difficult than doing things, and that department needs communication and flexibility.

Question 2: What does the Personnel Commissioner do? Personnel Commissioner refers to the professional practitioners who implement and improve the company's personnel system and recruitment plan, employee training and development planning, performance appraisal, employee housing provident fund, social security benefits, etc.

Responsibilities of the Personnel Commissioner:

1, responsible for the personnel file management of all employees.

2. Be responsible for the follow-up assessment of new employees during probation period, sign promotion and salary increase contracts, and form corresponding files.

3. Responsible for the distribution and collection of employee questionnaires, analyze and summarize the survey results, form conclusions and report them.

4. Be responsible for statistical summary, report to monthly employee attendance report and handle abnormal attendance.

5. Be responsible for regularly summarizing employee performance appraisal data and reports, and put forward opinions and suggestions on performance appraisal methods.

6. Be responsible for the handling of abnormal employee salary payment and the follow-up investigation of salary policy, and provide corresponding reports and materials.

7. Be responsible for the supervision and tracking of employee skill training scheme and skill evaluation.

8, responsible for the completion of the company's personnel tasks, and put forward suggestions for improvement.

9. Be responsible for the submission and distribution of company personnel documents.

10, responsible for drafting and explaining the company's welfare insurance system, organizing the insurance formalities, and contacting the matters of surrender and claim settlement.

1 1. Assist the personnel administration manager to handle other personnel work.

12. Assist the hiring supervisor to interview employees, handle registration and dismissal procedures, and receive and lead new employees.

This work is responsible to the manager of human resources department.

Question 3: What exactly does a personnel clerk do? Hello. I can understand how you feel. I was as at a loss as you were. Now I have been doing personnel for 4 years unconsciously, and my adaptability is very strong. Specifically, personnel clerks generally do the following things:

1. Employee induction procedures. Let new employees fill in the "registration form"; Copy the new employee's ID card, diploma, degree certificate, professional title, etc. Then file it.

2. Enter the information of new employees into the computer and establish electronic files. 3. Staff attendance. At the end of each month, count the attendance of employees, whether they are late, leave early or ask for leave, and count the attendance.

4. Employee social security. Go to social security.

That's basically it. You don't have to worry, just do it for a while and you'll get familiar with it. Everyone is never familiar with it.

Question 4: What does an administrative assistant mainly do? The main tasks of the administrative assistant are as follows:

1. Be responsible for the attendance of employees, and provide the attendance report on the first working day of the following month and file it.

2. Responsible for employee file management, including the collection, sorting and filing of original files and the establishment of electronic files.

3. Draft general documents and manage administrative and personnel documents.

4. According to the human resource demand plan, organize various forms of recruitment, collect recruitment information and assist in recruitment.

5. Deal with the daily management of personnel, and be responsible for handling personnel procedures such as leave, recruitment, employment, insurance and contract.

6. Timely handle the registration, registration, change and annual inspection of relevant certificates; Assist in the management, training and guidance of human resources in the company.

7. Organize the planning of various activities of the company.

8. Be responsible for the procurement plan of office supplies and the collection and management of items.

The administrative assistant is a conscientious housekeeper, who can manage the disorderly affairs in the enterprise family in an orderly way, help and serve employees in various administrative affairs, and comprehensively complete various high-quality administrative work by arranging the supervisor's schedule, filling out the plan, processing the information demand, making data reports, arranging talks and meetings, receiving customers' visits, maintaining record management, filing documents, etc.

Question 5: What does the personnel department of a company generally do? The more detailed, the better! Personnel and administration are synonymous with occupation, and personnel mainly include human resources (human resources planning, recruitment and allocation, training and development, salary and welfare management, performance management, labor relations management) and corresponding affairs of * * * departments; Administration mainly includes logistics work (canteen, dormitory, cleaning, fire control, safety, etc.). ) and the corresponding department affairs. The main tasks are as follows: 1. Responsible for the administration and daily affairs of the headquarters, assist the general manager in comprehensively coordinating various departments, implement the company's rules and regulations, strengthen supervision and inspection of all work, communicate internal and external contacts, ensure the release and reporting of information, supervise, investigate and implement matters decided in the meeting documents, strengthen external contacts, expand public relations business, discuss and modify the company-wide organizational system and work responsibilities, and manage the company's vehicles. Second, human resource management and development 1, organizational structure design, job description, manpower planning, attendance management. 2. Recruitment and use: provide relevant information about job analysis, make the department's human resources plan consistent with the organization's strategy, interview candidates to make final employment and appointment decisions, make decisions on promotion, transfer, reward and punishment and dismissal, prepare job analysis and work analysis, and formulate human resources plans. Through these, the company can make people and things fit each other, that is, adopt scientific methods and arrange employees to suitable positions according to job requirements. 3. Remuneration for work: formulate a reasonable salary and welfare system, pay according to work, reward according to merit, and affirm and guarantee employees' work achievements through salary, insurance and welfare. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance. 4. Training and development: There is no doubt that the current market should be the competition of product quality, in the final analysis, the competition of talents and the overall quality of an enterprise. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise, pursue all-staff Excellence and people-oriented management. Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for employee development, standardize the guidance of on-the-job training development, improve employee behavior and reach the expected standards through training development. 5. Personnel assessment: mainly responsible for work assessment, satisfaction survey, research on work performance assessment system and satisfaction evaluation system, formulation of disciplinary reward and punishment system, and formulation of performance assessment standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the operating efficiency of enterprises. Three. Responsible for the revision, formulation, inspection and supervision of the company's various rules and regulations. With the management mode of combining rigidity with softness, a set of management system that conforms to the enterprise itself is formulated, and the command, control, command and rigid management are forced by the rights and organizational system to achieve the goal. 4. Responsible for general management, without logistic support, it is impossible to ensure stable and normal production. First of all, we must formulate relevant systems; , strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets and environmental sanitation. V. Security Strengthen the management of personnel access, official visitors and vehicles access, fire safety, theft prevention and occupational safety protection. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a safe and peaceful working and living environment, and ensure the safety of life and property of employees. The intransitive verb emphasizes the spirit of enterprise and establishes the corporate culture of the company, which can not only reflect the strategic objectives, group consciousness, values and moral norms in the company's production and operation activities, but also condense the sense of belonging, enthusiasm and creativity of employees and guide them to work hard for the development of enterprises and society. At the same time, corporate culture also has two binding forces, one is hard binding force and system, the other is soft binding force and intangible, that is, active corporate cultural life, good living environment and amateur culture. Seven. Create corporate image 1. The image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, which can increase employees' trust, pride and honor in the enterprise. 2. Corporate environment image Because creating a good corporate environment is the premise and foundation for the smooth progress of enterprise production and business activities, and fully understanding the characteristics of the corporate environment is the basis for creating a good corporate environment. ......& gt& gt

Question 6: What should I pay attention to when interviewing personnel assistants? (1) Personal problems.

Please introduce yourself.

Before the interview, most employers have read the self-recommendation materials of graduates and have some basic information, so when introducing yourself, you should be concise, highlighting your motivation to apply for the company and what qualities you have that meet the requirements of the other party.

2. What are your strengths and weaknesses?

Fully introduce your advantages, but it is best to use fewer adjectives and speak with facts that can reflect your advantages. The shortcomings can be introduced from the common weaknesses of college students, such as lack of social experience. However, if there are undeniable defects, they should not be avoided. For example, those who have been punished should be truthfully introduced. At the same time, they can talk more about their current understanding and the situation that was corrected later.

3. Do you have any plans to go abroad or take the postgraduate entrance examination?

Many graduates prepare for postgraduate entrance examination, employment and going abroad at the same time when they graduate. First, find a unit, successfully take the postgraduate entrance examination or go abroad, and terminate the contract with the unit. From the perspective of the unit, it takes time and expense to recruit graduates, and signing a contract with a graduate means giving up everything else. Therefore, before signing the contract, first confirm whether the graduates have passed the postgraduate entrance examination or are ready to go abroad. Graduates should truthfully show their attitude and avoid disputes after signing the contract.

(2) Questions about studies and experiences.

1, are you satisfied with your academic performance?

Some graduates get better grades, and this question is easy to answer. But for those graduates with poor grades, you can show your attitude and give a suitable reason, but you can't find an objective reason, such as "the teacher doesn't teach well", which shows that you are a shirker. At the same time, it is best to highlight one good aspect of yourself, so as not to make people think you are useless.

2. How do you evaluate your college life?

College is the preparation period for your career. You can emphasize your attitude and achievements in study, work and life, and the influence of college life on you. You can also simply mention some places where you are not working hard enough.

3. What positions have you held or participated in?

You can introduce your internship, social investigation, community activities, work-study programs and other aspects and achievements. It is best to introduce the importance of your practical work experience in these activities to your future work, which can show that you are a good learner.

(3) Questions about this unit.

1, do you know our company?

As long as graduates make some preparations in advance and collect information about employers from various channels, such questions are easier to answer. If you answer irrelevant questions or get tongue-tied, the scene may be awkward.

Do you know the position we are recruiting?

Graduates can talk about such problems from two aspects: job responsibilities and requirements for candidates. Faced with such problems, many graduates are at a loss. In fact, they just need to look at the recruitment information of the unit in detail.

Why did you apply for our company?

Graduates can answer this question from the perspectives of the company's position in the industry, its own interests, capabilities and future development prospects.

4. Have you applied for other companies?

General units can understand the situation that graduates apply for several units at the same time, and can answer truthfully, but it is best to explain the order of their choice.

(4) The question of occupation.

1. What is your most important consideration when looking for a job?

You can focus on your interest, your desire for career achievement, the possibility of your talents and the future development prospects in combination with the job you are applying for.

2. What kind of job do you think you are suitable for?

Answer according to your own specialty or professional background. It may be that the unit is asking questions in combination with the future work arrangement, or it may be just a general understanding of your evaluation. Don't say you don't know and don't say anything.

3. How do you plan your career?

Graduates must think about this question before applying for a job, not only because they may be asked in the interview, but also because thinking about this question helps to set personal goals.

(5) Other issues.

1. What would you do in some cases?

For example, if you are a secretary, you have prepared a meeting room for 10 people, but 13 people come to the meeting, what will you do, and so on.

2. Knowledge issues

If the recruitment position is a technical position, it is likely that you will ask some questions related to professional knowledge during the interview, and even directly debut the topic for you to answer.

Do you have any questions to ask?

Some graduates are willing to discuss "how many people are recruited in your school" and "what requirements does your unit have for graduates?" > & gt

Question 7: What does a human resources specialist do? Well, it depends on which one it is. The total HR is divided into six parts, including attendance, employee relations, information, salary and so on.

In the past, anyone who did personnel needed to know and be able to work in these six sectors, but it was impossible for a person to do all this. Unless it is a small company, the whole company only needs a personnel Commissioner who can teach it. Take social security as an example, there are many dealings with the Social Security Bureau, that is to say, after signing a formal contract with employees, employees need to pay social insurance such as pension and career in accordance with the labor law. It depends on the type of work and employee's household registration. It's actually quite simple. There is a system and a process, just follow it, and you can ask around if you have any questions. As for employees' information, if you want to get paper files, the company needs electronic files. You should input the electronic file and then save the paper file. Relevant information should be kept, which depends on the company's regulations. Resign. It's impossible to help you do it every day, so ask an old employee or someone from the Social Security Bureau. Everything will not be difficult, you can take it step by step, so you will break through one by one, and I believe you will do well. In addition, if you want to know more about the functions of several staff members, you can search online.

Be sure to adopt it ..

Question 8: A novice HR Commissioner doesn't know what to do? What are the job details of the HR Commissioner? Poor boy, the answer to your question is not because of your score, but because of a senior HR's understanding of a novice. According to what you have described above, if you exclude your supervisor from deliberately making things difficult for you, you can basically be sure to work in a small business. But in the end, you said that your company's assessment period does not include salary, which is generally only available in small companies.

I don't want to give you a job responsibility in personnel administration here, because there are many online, and the important thing is that I may not be able to help you.

In fact, the responsibilities of the personnel department of each enterprise will be different. In some large enterprises, the more formal name of the personnel department is the human resources department. The main work of this department is focused on six modules. Details can be found in Baidu, so I won't go into details. According to the truth, your immediate supervisor should introduce you to the work of the personnel department, and will re-divide the work within the department to determine the scope of everyone's work. But he didn't do it? There are only three possibilities. One is that he has a problem with you and actually drives you away. Second, he himself has not settled down to think about the work of the department, and he is disrupting the war every day; Third, there is no need to divide the work between one or two people in your company's personnel department. In the eyes of the upper class, the personnel department is a handyman.

Anyway, you should communicate with your supervisor and ask him how the personnel department of our company is positioned. What does the personnel department mainly do? How do we cooperate? If he says it's up to you to decide something, that's fine. Look at what he does, you can take his job and his leisure, and you can go wherever he goes. Of course, you can find more job responsibilities in personnel on the Internet to supplement relevant knowledge. In fact, the personnel work of small enterprises is not difficult, but a chore, which is nothing more than recruitment, attendance, salary accounting, performance, labor relations and so on. Most other things are locked up. The average person will be familiar with it in three to five months.

You don't need to worry too much. If necessary, you can directly report to the above. It is dereliction of duty for his superiors not to ask questions. As long as your company leaders are open-minded, your reasonable demands will be supported.

Question 9: What does the personnel department mainly do? Hello, we are colleagues. The main work of the personnel department is the documents such as personnel registration, employment promotion, resignation registration, recruitment, training, performance appraisal, visiting reception and meeting arrangement. , are trivial things. I just felt that things were too trivial, and I was busy with a headache. After a long time, I will summarize them, calm down and arrange things well. It will be much better to do it. It should be noted that. Believe in yourself, you will do well only if you are diligent and careful enough.

Question 10: What is the main job of the personnel assistant? This is my job as a personnel assistant, I hope it will help you!

1, employee entry and exit procedures;

2. Personnel file management;

3. Employee social security management;

4. Personnel recruitment, implementation and improvement of the recruitment process;

5, factory staff performance appraisal methods and implementation;

6. Employees become full members;

7. Writing of various notices;

8. Introduction of new employees and corporate culture training;

9. Work temporarily arranged by superior leaders, etc.