What are the main responsibilities of personnel?

Question 1: What is the main job of personnel? 1. Be responsible for the administrative management and daily affairs of this department, assist the general manager in comprehensive coordination among various departments, implement the company's rules and regulations, communicate internal and external contacts, ensure the release and reporting of information, be responsible for expediting, investigating and implementing the matters decided in the meeting documents, and be responsible for discussing and modifying the organizational system and work responsibilities of the whole company. 2. Human resource management and development (1), organizational structure design, job description, manpower planning and attendance management. (2) Recruitment and use: provide relevant information about job analysis, make the human resources plan of the department consistent with the organization's strategy, interview candidates to make the final decision on employment and appointment, make decisions on promotion, transfer, reward and punishment and dismissal, prepare job analysis and job analysis, and formulate human resources plan. Through these, the "personnel" within the enterprise can adopt scientific methods to arrange employees to suitable positions according to job requirements and realize human resources. (3) Remuneration for work: formulate a reasonable remuneration and welfare system, reward employees for their work and reward them according to their work, and affirm and guarantee employees' work achievements through remuneration, insurance, welfare and other means. 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 enterprises. 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 the development of employees, standardize the guidance of on-the-job training development, improve employees' behavior and reach the expected standards through training development. (5) Personnel assessment: mainly responsible for job assessment, satisfaction survey, research on job performance assessment system and intention evaluation system, formulate disciplinary reward and punishment system, and formulate 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. 3. Be responsible for the revision, formulation, inspection and supervision of the company's rules and regulations. Using the management mode of combining rigidity and flexibility, we should formulate a set of management system that conforms to the enterprise itself, and use the profit-oriented organizational system to forcibly conduct command, control, command and rigid management to achieve the goal. 4. Responsible for general management, without logistic support, it is impossible to ensure the stability and normal production. First of all, we should formulate relevant systems to strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets, sanitation, environment and vehicles. 5. Security Strengthen the management of personnel access, official visitors, vehicles access, fire safety, anti-theft and disaster 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. 6. Emphasizing the enterprise spirit and establishing the company's corporate culture can not only reflect the strategic objectives, group consciousness, values and ethics in the company's production and operation activities, but also condense employees' sense of belonging, enthusiasm and creativity, 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. 7. Shaping corporate image (1) and corporate spirit image has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise. (2) The corporate environmental image is the premise and foundation for the smooth production and operation activities of enterprises, because it creates a good corporate environment, and fully understanding the characteristics of the corporate environment is the basis for creating a good corporate environment. (3) Enterprise employee image formulates employee daily behavior norms because good employee quality and image are important elements of corporate image and the concrete implementation of corporate culture. Employees' good appearance, manners, work ability, scientific and cultural level, mental outlook, work efficiency, etc ... >>

Question 2: What are the main responsibilities of the personnel department? Job responsibilities and job descriptions. The so-called personnel department, as its name implies, is the department that manages people. His departmental responsibilities mainly include:

(a) human resources planning and management

1. Make a human resource plan and implement it after approval.

2. Organize the formulation of the company's organizational structure and implement it after approval.

3. Accept, investigate and implement the addendum and redundancy application.

4. Human resource expenditure budget and cost control.

5. Other related duties.

(b) Human resources management rules and regulations

1. Formulation, revision, amendment and abolition of human resource management system.

2. The approved human resource management system.

3. Distribution and management of human resource management system.

4. Interpretation and application of human resource management system.

5. Formulate the principles and methods for the division of responsibilities and authorities of each unit.

6. Formulate the responsibilities and authorities of each unit and implement them after approval.

7. Changes and amendments to the draft of responsibilities and authority of each unit shall be implemented after approval.

8. Other related duties.

(3) personnel management

1. Formulate personnel management measures for new, on-the-job, temporary and * * * personnel.

2. Analysis and research on personnel management methods.

3. Revision, implementation and abolition of personnel management measures.

4. Interpretation of personnel management methods.

5, personnel problem solving.

6. Coordination of personnel relations.

7. Other related duties.

(D) personnel file management

1. Collection, arrangement and filing of personnel files.

2. Investigation, analysis and research of personnel files.

3. Check and supervise personnel data and statements.

4. Preparation, submission and storage of personnel statements.

5. Preparation, approval and signing of job descriptions.

6. Number, release and filing of job descriptions.

7. Compilation and management of personnel statistics.

8. Investigation, analysis, research and record of personnel changes.

9. Labor contract management.

10, providing personnel information to the outside world.

1 1, and other related duties.

(5) Management of appointment, removal and transfer

1. Employment of new employees.

2. The new personnel shall go through the employment procedures and sign the contract.

3, formulate the on-the-job personnel placement plan, and implement it after approval.

4. Relocation of on-the-job personnel, notice of relocation and registration.

5. Check and track the work of the relocated personnel.

6. Handling of suspension, reinstatement and leave without pay.

7. Handle matters such as dismissal.

8. Other related duties.

(6) Salary management

1. Draw up the salary system and implement it after approval.

2. Research and improvement of salary management system and method.

3. Handling of salary adjustment.

4. Other related duties.

(7) Service management

1, personnel leave, service event registration.

2, personnel leave, service data sorting.

3. Dynamic management of employees.

4. Handover of resignation procedures.

5. Notice and change of various holidays and office hours.

6. Other duties.

(8) Labor management

1, sign a labor contract.

2, the establishment and maintenance of labor relations.

3. Formulate, revise, study and improve labor safety policies and systems.

4. Other related duties.

(9) Assessment, reward and punishment management

1, formulate an evaluation system and implement it after approval.

2. Evaluation.

3. Review and sign the evaluation results.

3. Study, modify and improve the reward and punishment system.

5. Analysis and report of rewards and punishments.

6. Other related work.

(10) Education and Training Management

1. Draft the training system and implement it after approval.

2. Preparation and implementation of training plan.

3. Pre-job training and continuing education.

4. Development of training examination.

5. Training effect evaluation.

6. Other related duties. ...& gt& gt

Question 3: 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 4: What are the main responsibilities of personnel? 1. Implement and improve the company's personnel system and plan, training and development, performance appraisal, employee social security benefits and other management work; 2. Organize and assist all departments in recruitment, training and performance appraisal; 3. Implement and improve relevant policies and processes such as employee entry, employment confirmation, resignation and resignation; 4. Personnel information management and employee file maintenance, employee salary and welfare accounting, etc. 5. Daily work of other personnel; Personnel specialist skills and experience requirements 1, college degree or above, major in human resources or enterprise management is preferred; 2. More than two years relevant working experience, with relevant working background in communication industry is preferred; 3. Have practical operation ability in personnel recruitment, introduction, training and development, employee assessment and incentive; 4. Excellent written and oral expression skills, strong affinity and service awareness, communication and understanding skills and strong judgment and decision-making ability; 5. Careful work, strong principle, good execution and professionalism; 6. Familiar with relevant national labor laws and regulations, and familiar with the workflow and operation mode of human resource management; 7. Strong adaptability and internal and external communication skills; 8. Have a strong sense of responsibility and dedication, and can work under great pressure; 9, good computer skills, skilled operation of office software; Employee file maintenance, employee salary and welfare accounting, etc.

Question 5: What is the main job of personnel? The specific personnel work is actually human resource management and peripheral affairs. According to the division of our unit, it is divided into four aspects at present: personnel management is purely personnel adjustment, appointment and dismissal, promotion and demotion, and internal and external communication. It also includes the recruitment and employment of some personnel; Personnel assessment is actually performance management, which is mainly responsible for employee attendance, work completion supervision and salary related issues; Salary management is to pay employees' salaries, and is responsible for uploading and distributing salary plans, which generally involves some things linked to employees' treatment, such as professional titles, academic qualifications and so on; Staff training and education, professional skill appraisal and title evaluation, etc. ; Social security is mainly responsible for employees' five insurances and one gold payment and retirement management; Finally, personnel file management. I hope I can help you.

Question 6: 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 7: What does the personnel department mainly do in its daily work? 1. Personnel file management, employee basic information summary, ID card copy custody.

2. The company personnel recruitment, talent selection, according to the company's various departments to recruit relevant personnel.

3. The formulation and implementation of employee performance appraisal methods,

4. Staff attendance management, late arrival, early leave and absenteeism.

5. Go through the formalities of employees' entry, resignation, regularization and registration, as well as medical insurance and social security for employees.

6. Calculation of employee's salary, salary design, rewards and bonuses, etc.

7. Do a good job in the company's logistics, and formulate the company's rules and regulations and notices.

8. Work temporarily arranged by superior leaders, etc.

9. Assist the manager to deal with the relationship between employees.

Question 8: What does the personnel manager mainly do? Interviewing personnel managers should be very careful, because anyone who has the confidence to interview is an "interview expert". What they usually do is to interview other people's jobs, so the general questions are not difficult for them.

In order to prevent him from becoming an interview expert, you can conduct a series of evaluations on him, such as the handling of some unexpected events, some psychological tests (psychological quality is very heavy and can be evaluated), evaluation centers, personality tests, intelligence tests, work simulation tests and so on.

Give an example of evaluation:

Everyone in the company is recruited in a room with only one chair and one table (recruiters are all sitting in chairs)

The first one to come in is the master. The recruiter said, please sit down. The master said, no, we stand and talk.

The second person who came in was a young man with five or six years' experience. The recruiter said, please sit down. The young man said: Your company has no tables and chairs, so how can we sit? You can only stand.

Third, a fresh graduate came in. That's what the recruiter said. The fresh graduates said: Yes, you can move a chair outside and sit down for an interview. The recruiter said, yes.

If you were a recruiter, who would you hire? Why?

I suggest you check online. There is an article called "Effective Recruitment Interview Skills", which may be useful to you.

I wish you success!

Question 9: What is the specific job of personnel? Personnel, in a macro sense, refers to human resources, mainly including human planning, training and development, recruitment, salary, performance and labor relations. Personnel in a narrow sense refers to basic personnel work, which generally includes employee entry and exit procedures, labor contract signing, organizational relationship transfer, group (party) fee handling, social security payment, work injury treatment, employee benefits (such as various holidays), etc.

Question 10: What is the main job of personnel? 1. Be responsible for the administrative management and daily affairs of this department, assist the general manager in comprehensive coordination among various departments, implement the company's rules and regulations, communicate internal and external contacts, ensure the release and reporting of information, be responsible for expediting, investigating and implementing the matters decided in the meeting documents, and be responsible for discussing and modifying the organizational system and work responsibilities of the whole company. 2. Human resource management and development (1), organizational structure design, job description, manpower planning and attendance management. (2) Recruitment and use: provide relevant information about job analysis, make the human resources plan of the department consistent with the organization's strategy, interview candidates to make the final decision on employment and appointment, make decisions on promotion, transfer, reward and punishment and dismissal, prepare job analysis and job analysis, and formulate human resources plan. Through these, the "personnel" within the enterprise can adopt scientific methods to arrange employees to suitable positions according to job requirements and realize human resources. (3) Remuneration for work: formulate a reasonable remuneration and welfare system, reward employees for their work and reward them according to their work, and affirm and guarantee employees' work achievements through remuneration, insurance, welfare and other means. 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 enterprises. 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 the development of employees, standardize the guidance of on-the-job training development, improve employees' behavior and reach the expected standards through training development. (5) Personnel assessment: mainly responsible for job assessment, satisfaction survey, research on job performance assessment system and intention evaluation system, formulate disciplinary reward and punishment system, and formulate 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. 3. Be responsible for the revision, formulation, inspection and supervision of the company's rules and regulations. Using the management mode of combining rigidity and flexibility, we should formulate a set of management system that conforms to the enterprise itself, and use the profit-oriented organizational system to forcibly conduct command, control, command and rigid management to achieve the goal. 4. Responsible for general management, without logistic support, it is impossible to ensure the stability and normal production. First of all, we should formulate relevant systems to strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets, sanitation, environment and vehicles. 5. Security Strengthen the management of personnel access, official visitors, vehicles access, fire safety, anti-theft and disaster 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. 6. Emphasizing the enterprise spirit and establishing the company's corporate culture can not only reflect the strategic objectives, group consciousness, values and ethics in the company's production and operation activities, but also condense employees' sense of belonging, enthusiasm and creativity, 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. 7. Shaping corporate image (1) and corporate spirit image has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise. (2) The corporate environmental image is the premise and foundation for the smooth production and operation activities of enterprises, because it creates a good corporate environment, and fully understanding the characteristics of the corporate environment is the basis for creating a good corporate environment. (3) Enterprise employee image formulates employee daily behavior norms because good employee quality and image are important elements of corporate image and the concrete implementation of corporate culture. Employees' good appearance, manners, work ability, scientific and cultural level, mental outlook, work efficiency, etc ... >>