What are the functions of the Human Resources Department?

1. Organizational Planning Function:

Responsible for formulating human resource planning, analyzing and evaluating the organizational structure and providing organizational structure based on the company's existing organizational structure and the company's strategic development plan Make adjustment suggestions; define departmental functions well.

Develop and improve human resources management systems, processes, and specifications, and organize their implementation and supervision.

2. Recruitment and allocation management functions:

According to the company's development strategy, analyze personnel demand and supply, and propose personnel reserve planning.

Responsible for organizing employee recruitment, evaluation, and interviews according to the personnel needs of each department.

Responsible for personnel recruitment procedures.

Based on personnel capabilities and company development requirements, conduct irregular evaluations of existing personnel and make reasonable role adjustments and allocations accordingly.

Organization and establishment of recruitment, assessment, personnel promotion and regularization test question banks.

Probationary personnel work guidance and personnel management.

3. Performance management functions:

Participate in the review of annual, quarterly and monthly work plans of each department.

Organize and implement monthly, quarterly and annual performance appraisal management work.

Carry out various evaluations and assessments.

Review annual, quarterly and monthly assessments and personnel supervision.

On the basis of performance appraisal, analyze and evaluate existing human resource capabilities and status, and propose personnel structure adjustment suggestions, etc.

Extended information:

Basic principles of the Human Resources Department:

1. Principle of ability level correspondence:

Reasonable human resources allocation should Strengthen the overall function of human resources and make people's abilities correspond to job requirements.

Enterprise positions are divided into levels and types. They occupy different positions and are at different energy levels.

Everyone also has different levels of abilities and is at different energy levels vertically. The allocation of job personnel should correspond to their ability levels, that is to say, the ability level of each person corresponds to the level at which he is located and the ability level requirements of the position.

2. Principle of advantage positioning:

Human development is affected by innate qualities and more restricted by acquired practice. Acquired abilities are not only related to one's own efforts, but also to the practical environment. Therefore, the development of human abilities is unbalanced and their personalities are also diverse.

Everyone has his or her own strengths and weaknesses, his/her overall energy level, and his or her own professional expertise and work hobbies.

The content of advantage positioning has two aspects: First, it means that people themselves should choose the position that is most conducive to giving full play to their own advantages based on their own advantages and the requirements of the position.

Managers should also place people in positions that are most conducive to their strengths.

Baidu Encyclopedia - Six modules of human resources management