How to realize self-service human resource management service system

How to realize the self-service human resource management service system and how to establish a perfect human resource management system for enterprises is the basis of realizing human resource management. I think a good human resource management system should be divided into four steps, which are established and implemented in turn. These four steps mainly focus on the formulation, training, trial implementation and full implementation of relevant systems.

The first step is to lay a solid administrative foundation for human resource management.

The quality of an enterprise is not evaluated by the quantity or scale of its resources, but by the efficiency of its utilization of existing resources. The same is true of human resources. Therefore, the quality of human resource management is more reflected in the rational use of human resources by enterprises, so as to "make the best use of people's talents", be competent for their work and be brave in innovation. To achieve these goals, we must first have norms. We can't imagine that an enterprise with many employees coming late and leaving early can realize the deep management of human resources. So we must first formulate some basic systems.

I. Personnel management system

1. Attendance and leave management system: including the definition of working hours, attendance methods, the treatment of being late and leaving early and absenteeism, the definition of leave, leave procedures and approval authority.

2. Labor relations management system: including employee probation setting, probation assessment, contract signing, personnel relations file management, insurance handling and other provisions.

Second, the recruitment and selection system

1. Recruitment system: including the setting of recruitment assessment items (only the names of items such as "interview" and "written test" are determined here, and the detailed items will be determined according to the requirements of actual recruitment positions) and recruitment process. This part is closely related to the "job description" mentioned below, because the "quality requirements" in the "job description" is a measure of the personnel needed for each position.

2. Internal selection and promotion management system: In the initial stage of construction and rapid expansion, enterprises need to hire a large number of management cadres from outside, but in the period of steady development of enterprises, it is best to train and select talents from inside, which can improve the enthusiasm of employees for study and work and cultivate the backbone who are familiar with the enterprise and have feelings. Therefore, it is very important to establish and improve a set of internal selection and promotion management system.

Because the introduction of human resource management is very short, the human resource management of most domestic enterprises is based on this. Most human resource managers or directors do basic work from the perspective of solving specific personnel problems. Perhaps these foundations can meet the needs of the initial stage or small-scale stage of enterprise development. However, if the enterprise has a certain scale, the human resource manager must consider deepening the work to other levels.

The second step is to build an organizational management platform.

After the basic work is done well, the focus of the human resource manager should be to optimize the staffing and combination, so as to achieve the effect of optimizing business management. The staffing mentioned here is not only recruitment, but also organizational planning. For example, where the business department should be located, who should take it, and what effect should be achieved. These jobs require human resource managers to have a good understanding of the business; Company managers must also realize the importance of manpower optimization and development and participate in it. In the process of building this platform, human resource managers participate in enterprise decision-making, which promotes organizational construction and business process construction.

What needs to be done in this step is as follows:

1. Organizational structure construction: including corporate governance structure, corporate organizational structure, functional orientation and division of responsibilities among departments, and forms of management permission, etc. This part of the work must be involved and finalized by the person in charge of the company. The setting of departments should meet the actual needs of the company, and all the work of the company should be completely decomposed into departments, and the responsibilities of each department should not be crossed to avoid the phenomenon of wrangling in the work.

Second, the establishment of position system: including position analysis, position evaluation and position description. Job analysis produces two results: job description and job qualification requirements, which are collectively called job description. Job description plays a very important role in human resource management: it not only clearly shows the requirements of a position, but also is the basis for recruitment, training and assessment, so the preparation of job description is the basis of human resource management. A complete job description mainly includes the following items: job definition, main responsibilities, superior-subordinate relationship, qualification requirements (including education, skills, experience, etc. ).

The third step is to establish a human resources development system.

Human resource management needs are basic, organized and systematic. Therefore, it is necessary to establish an administrative and organizational platform. But the above work can only achieve the purpose of "maintaining peace". In order to "build our homeland", we must also establish a set of human resources development system. As mentioned above, human resources must be developed to create value. The existing human resources of enterprises can often be divided into three parts: undeveloped human resources (people whose intelligence level and knowledge and skills can not meet the requirements); Unused human resources (people who don't need to learn); Developed human resources (people who are playing a role), a qualified human resources manager should be able to clearly analyze the levels of human resources in enterprises, and realize the transformation from the first two levels to the last level through well-designed targeted training activities and incentives.

A human resource manager should have the idea of comprehensive resource management and be very clear about the business process, so as to know which link the thorny problems may appear, and then establish a human resource development system with emphasis, through which the company's policies, management, training and education are passed on to the company's managers and employees.

The system mainly includes the following parts:

1. Training and development system: A good human resource management should identify talents, reach the level of "teaching students in accordance with their aptitude, with a clear aim", cultivate key employees, establish a "cadre talent pool", and provide enough skilled, enthusiastic, basic and trustworthy talents for the sustainable development of enterprises.

This system includes training management process and training system (this part can be done in detail, according to the order of employees entering the company, new employees' induction education, etiquette training, work skills training, job rotation training, etc. Can be formulated; According to the different requirements of each position for employees, the training plan, management training system and employee career development plan for each position can be formulated.

What needs to be emphasized here is that what we need to cultivate and can cultivate is not only the skills of employees, but also the good character of employees. A good personality is the internal motivation for a person to do the right thing according to the highest standards of behavior under any circumstances. A good character can only come from deep inside. So many people think that a good character can only be born. Actually, it is not. It is entirely possible to achieve a good character in training. An excellent human resource training plan should include training employees' honesty, responsibility, initiative, patience, perseverance and creativity, and actively strengthen them in rewards and punishments.

Second, performance management system: performance management should be said to be the most difficult task in human resource management. The difficulty lies in the refinement and quantification of assessment indicators, the universality of their implementation, and the fact that they are too sensitive to directly involve interests. However, performance management is a must for excellent enterprises, because enterprises need to make it clear that "rewarding diligence and punishing laziness", not encouraging hard-working employees and not punishing employees who cut corners will breed bad atmosphere in enterprises.

How to legalize the management and development of human resources in public sector and how to realize the four functions of human resources management in public sector.

1. The main objectives of human resource planning are budgeting and human resource planning, division and distribution of work tasks among officials (job analysis, job classification and job evaluation), and determination of job value (salary or salary). Personnel managers in the public sector should play the roles of technicians, professionals, human resource management experts and mediators. The budget process shows the value of political response and efficiency. Scientific job classification and analysis can improve administrative efficiency and help to pay more attention to social equity and individual rights. The wage and welfare system is not only conducive to improving the economic life of employees, but also helps to provide a relatively objective economic measure to judge the personal value of employees, and can also reflect the value of individual rights.

2. The main goal of human resource acquisition is to recruit, select and fill employees. Fair employment opportunities, actions to protect vulnerable groups and labor diversification plans have had an important impact on the functions of personnel management. These plans are based on the values of social equity and individual rights, and the laws and procedures used to protect vulnerable groups from realizing these values. Because public posts are scarce resources, there are value conflicts that affect the realization of human resources acquisition function in their distribution process. These values are the basis of allocating public posts, mainly including responsiveness, efficiency, individual rights and social fairness.

3. The main goal of human resource development is to adapt, train, motivate and evaluate employees and improve their knowledge, skills and abilities. The development of human resources is the focus and core of personnel management in modern public sector. The pursuit of work quality requires employers to invest in the knowledge, skills and abilities of the labor force, while the qualification of the labor force requires employees to be familiar with the system provided by public services and meet the needs of customers. The value of efficiency in the public service system has improved the basis for * * * to meet these challenges. Performance evaluation embodies the values of personal responsibility, social fairness, efficiency and response. Occupational safety and health embodies the main values of human resource management-the inevitable conflict between response to elected officials, administrative efficiency and protection of employees' rights.

4. The main goal of punishment is to establish and ensure the relationship of expectations, rights and obligations between employees and employers, and to establish disciplinary channels and employee complaint procedures; Health, safety and employees' constitutional rights. Discipline and punishment are the most important of the four core functions of personnel management, and their process embodies the conflict between administrative efficiency, individual rights and the reasonable role of relevant organizations.

Generally speaking, the four functions of personnel management in public sector are interrelated and interlocking, and are in dynamic balance with the external environment. Among them, human resource planning is the foundation, blueprint and cornerstone of the whole human resource management system; The acquisition of human resources is the means and cornerstone of the whole human resource management system; Human resource development is the core and heart of the whole human resource management system; Discipline and punishment are the guarantee and safety valve of the whole human resource management system. The functions of the above four aspects constitute an organic whole, and each part is relatively independent, but they influence and restrict each other.

What time does Yin Shi Human Resource Management Service Center open at 8: 30 am and 2: 00 pm? Saying it's early, 8 o'clock and 1 30 are all lies. It is best to go to work after nine o'clock in the morning or two o'clock in the afternoon!

Anqiu Human Resources Management Service Center Telephone Anqiu Human Resources and Social Security Bureau

Tel: 0536-422 1 124.

Office address: southwest corner of the intersection of Xing 'an Road and Renmin Road.

The most important thing for Tianjin Tanggu Human Resource Management Dispatching Service Company is word of mouth.

It is also good to re-engage in labor services.

You can go to the company if you have specific needs.

After all, the scope of human resources is relatively wide.

Need to know specifically

Weifang Human Resource Management Service Center Address: West of South Road at the intersection of Xinhua Road and Gongbei East Street.

Where is gaomi city Human Resource Management Service Center? Walking: From the railway station to the south, from Zhenxing Street to the west, and from Jinfulong Supermarket to the west, walk 300 meters. It takes *** 10 more minutes.

Taxi: The starting price is 5 yuan.

Bus: No.5 or No.6, and get off at Zhenxing Street Human Resources Market.

There are many hotels near the railway station and bus station.

How many human resource management service companies are there in Jinan? It is difficult to say the exact figure of this estimate. If you want to find such a professional human resource management service company, the industrial and commercial bureau has consulted. Both the provincial industrial and commercial bureau and the municipal industrial and commercial bureau are registered, and most enterprise names will have the words "human resources" or "management consulting".

Under the guidance of economics and humanism, the formal human resource management of China City Human Resource Management Service Center refers to a series of activities to effectively use relevant human resources inside and outside the organization to meet the current and future development needs of the organization and ensure the realization of organizational goals and the maximization of member development through management forms such as recruitment, selection, training and salary. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance. Academic circles generally divide human resource management into eight or six modules: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Performance management; 5. Salary and welfare management; 6. Labor relations management. Interpret the core ideas of the six modules of human resource management to help business owners master the essence of employee management and human resource management.

What materials should I bring to report to Jiangyin Human Resources Management Service Center? Remember to go to the * * * department and bring all the formalities you can bring. You never know whether it will change.

Under normal circumstances, you need to get the original and photocopy of the registration card, ID card and diploma, and in some places, you will also need employment recommendation forms, household registration books and degree certificates.

Every place is different, and some places need photos.