How to carry out the work of personnel supervisor?

How to carry out the work of new personnel supervisor

Analyze your problem: 1, in charge, but without actual power. 2, airborne, which is well known in HR, is difficult to convince. 3. The company doesn't pay attention to the HR position, which can be seen from the unclear work content. 4. The boss doesn't get a raise or reward, and the miser doesn't want to pay (or it may be because the small company is short of money). 5. Are there any old employees in the company? If the above problems can be solved by yourself, then stay; If you can't solve it yourself, there is no need to stay. Don't solve the feeling of being at a loss in the middle, and then leave, which will have a bad influence on your reputation.

How to carry out the work of human resource managers

1. 1. Understand the working conditions, systems and related points of each module;

2. Understand the company's overall manpower strategic planning and the company's future talent use;

3. Set up the human resources department to complete the allocation, and now there are only salary, performance and training; Lack of important basic modules: recruitment, employee relations; The employee relationship of the 800-person company is very important, which is an important infrastructure link; In addition, the market liquidity of sales and technical support personnel is large, and it is difficult to ensure the increase of turnover supplement valve and personnel needed for business change without recruitment module;

4. Organize the existing human resource processes and understand the operation of each module;

5. Promote corporate culture, strengthen the cohesion of the company as a whole, and create its own temperament and cultural atmosphere;

6. Establish employee communication mechanism to communicate with existing employees. Find problems and solve them;

7. Strengthen the effectiveness of training;

8. Understand whether the salary structure is reasonable and manage the matching between the existing structure and the enterprise;

9. Understand the effectiveness of performance management. For production and processing enterprises, performance basically belongs to quantitative management. How to effectively apply and carry out the overall performance appraisal of the company is an important topic in the human resources industry;

(The above is based on personal work experience, not a standard answer)

How to carry out the work of the new personnel administration manager

Understand the situation of each position in the enterprise, so as to do a good job analysis. After fully understanding the work of this department, make personnel arrangements, including department structure and personnel recruitment.

3. Be familiar with the personnel situation of various departments of the enterprise, including age/gender/education/native place/salary level/past work experience, etc. This can be understood through personnel files and employment forms, and personnel files can be improved.

4. Communicate with the heads of various departments, replenish personnel in time, and improve the information of each position, such as job responsibilities and job requirements.

5. After completing the preliminary work, you can start to improve various personnel management systems, do a good job in staffing and posts, and try to match people and posts as much as possible.

6, through the analysis of the post, find out the gap between employees, do a good job in related training.

7, improve the enterprise's salary and performance appraisal system, so that the salary has an effective incentive effect.

8, conditional can do some work of enterprise culture construction, enhance employees' sense of belonging and cohesion.

9. Fully understand the development plan of the enterprise, and make a short-term plan for human resources according to the business needs of the enterprise from 100 to several hundred people.

As for the administrative work, it is mainly to improve the relevant management system, try to improve the system, and try to supplement it without the system. Manage the filing of documents, please supervise the implementation of the system. Administrative management is mainly to supplement and improve the system of reception, staff dormitory, staff canteen, security, vehicles and the collection and use of some equipment and materials, so as to save operating costs and expenses.

How to carry out the work of administrative personnel manager in new units

1. Understand the current situation of the company and get familiar with the environment; 2. Plan the organization and manpower structure and formulate job descriptions; 3. Establish a sense of superiority and salary system; 4. Conduct manpower recruitment.

I'm just a company personnel director. Where should I start my work?

1. Check the attendance of all employees, and urge employees to abide by the company's norms and personnel discipline according to the relevant regulations of the company;

2. Collect and archive the corresponding labor and personnel laws, regulations and documents issued by the company, and provide personnel standard consultation for store managers;

3. Responsible for the communication, implementation and inspection of various personnel systems in the store;

4. Responsible for the recruitment of employees in the store;

5. Contract, file management and salary management of all employees in the store;

6. Responsible for the organization, implementation and summary of the performance appraisal of all employees in the store;

7. Responsible for planning and implementing staff training;

8. Keep in touch with relevant functional departments of * * * to ensure a good external environment of the mall.

Responsibilities of personnel supervisor

1, responsible for the formulation and improvement of personnel work system;

2. Responsible for personnel recruitment;

3. Responsible for personnel training;

4, responsible for the daily management and assessment of personnel;

5. Responsible for salary review;

6. Responsible for the preparation and inspection of personnel promotion and promotion;

7. Responsible for dismissing unqualified personnel.

How do novices do related personnel work well?

Comprehensive personnel work includes a series of processes such as recruitment, employment, training, performance appraisal and resignation, salary calculation, labor welfare distribution, establishment of labor contract, establishment of employee files, establishment, perfection and revision of the company's human resource management system, coordination of the relationship between employees, management and bosses, and reasonable and effective handling of labor disputes. It is difficult to do a good job in personnel. First, how to manage attendance? 1. Establish a good corporate culture and cultivate dedicated and loyal outstanding employees. Corporate culture is the soul of an enterprise and the power source of its core competitiveness. It is the spirit of the enterprise, including culture and management, which allows employees to get together, study together, develop together and create together. In order to pursue the maximization of profit and realize the maximization of enterprise management efficiency, we must use excellent enterprise culture to unite the hearts and strengths of employees, make employees interdependent and promote each other, enhance employees' concept of cherishing team spirit, achieve "the same desire from top to bottom" by condensing employee morale, reduce the resistance of internalization of enterprise scientific management system, and realize the high efficiency of enterprise management. 2. Molding employees' good professional ethics. The so-called professional ethics accomplishment refers to the personnel engaged in various professional activities, who carry out self-education, self-transformation and self-improvement according to the basic principles and norms of professional ethics, so as to form a good professional ethics and reach a certain professional ethics realm. Only when employees have good professional ethics can they consciously abide by various management systems of enterprises, which will be more conducive to the development of administrative or personnel management. 3. Establish a relatively perfect and strict attendance management system. Attendance management system can be formulated and improved by administrative or personnel departments, and strictly implemented by the heads of various departments. The person in charge of each department should seek truth from facts about the attendance of employees, and should not be tolerated or concealed. Offenders will be fined appropriately or take corresponding measures. For example, the attendance management system can consider the following contents: (1) Employees in the company should be classified according to different types of work, which are divided into task target attendance (such as employees in the marketing department) and work and rest time attendance. (2) Due to special circumstances, if you need to go out to work directly the next day and can't take part in the work, you must fill out the Application Form for Going Out in advance and submit it to the personnel department for filing after being signed by the department head. (3) The company can set up monthly attendance awards and annual attendance awards. Full-time employees in the current month will be rewarded when they are paid in the current month; Full-time employees throughout the year can be praised by the company at the end of the year and given corresponding full-time bonuses. 4. Choose more advanced attendance software. Judging from the current situation, the realization of attendance management mainly includes: manual attendance, computer attendance, fingerprint attendance and so on. Manual attendance is only the original employee attendance management; Computer attendance is a more advanced attendance management through employees swiping cards to and from work; Fingerprint attendance is to use fingerprint identification technology to manage employee attendance. Although computer attendance has made great progress compared with manual attendance, there are still some shortcomings in these two attendance management methods, such as the need to assign special personnel to supervise attendance, and the phenomenon that employees often sign in or punch in on their behalf. Fingerprint attendance software completely put an end to the above phenomenon, and has an objective and accurate understanding, supervision and management of employee attendance. It is an ideal attendance software at present. 5. Incorporate attendance management into the category of performance management and link it with salary. Incorporate the employee's attendance into the performance management category with a certain weight, and calculate the employee's performance score together as an indicator of salary payment. Second, employee discipline management The company's management system is strictly implemented by various departments and supervised by the personnel department; After that, all departments cooperate with the personnel department to collect, sort out and summarize the employees' compliance with the company system. Of course, you can also set up suggestions and listen to the suggestions of employees to improve the irrationality of the company system. After that, the personnel department will process the feedback results and modify and improve the management system. In this way, a system is formed, which includes formulation, implementation, feedback, modification, implementation and feedback ... Third, it is best to introduce management software into the management of employees' basic information. This mainly includes employee number, employee name, gender, date of birth, nationality, native place, political outlook, marital status, department, graduate school, major studied, ID number, household registration category, household registration address, professional title, position, working time, entry date, resignation date, resignation reason, reward and punishment record, training record, transfer record, work experience, position of the original unit, etc. ......

How to be an administrative personnel manager in a new unit?

I wonder if the main responsibility of your former office director lies in administration?

I suggest starting from the following three aspects, so that there will be no problems and you can successfully pass the transition period of your career:

1, business oriented. Any management, especially human resource management, is the premise of your work, including business strategy and business development model. Because the business of your old unit is different from that of your new unit, you should make a good plan, master the company's business strategy and framework model in the shortest time, and try to find a way out as much as possible.

2, looking forward to grasping. You said that the boss has high expectations for this manager position, so you should be careful. High expectations are bound to face high pressure and require more efforts. First of all, we need to find out what the boss expects. In some enterprises, talent introduction and training are the bottleneck of development, so recruitment and training are the key points, while in some enterprises, the construction of incentive system and organizational change are the key points. Only by understanding expectations, that is, what we call the "pain point" of customers, can we prescribe the right medicine.

And I suggest that you make a framework implementation plan according to your own needs, and take this plan to all front-line departments for targeted research. Then, a month later, you will have a brand-new discovery and enrich your plan. When you feel that your perspective is similar to that of your boss, and you have accumulated enough survey data, take it to your boss, explore the direction, and then implement it if you can.

3. Stand firm. In a new environment, it is particularly important for professional managers who are airborne with data to gain a firm foothold, that is, to survive. I have seen many professional managers take drastic measures as soon as they started, and as a result, they fell into a whirlpool and could not survive.

My suggestion is to start from a certain pain point or my own advantages, break through quickly, reflect my own value, and gain a firm foothold in front of superiors, peers and subordinates. Talk about something else.

If you are interested, you can pay attention to WeChat official account and communicate more: organizational performance observation.

Starting today, be a wise manager.

How to do a good job in personnel administration

Responsibilities of administrative and personnel departments

Under the guidance of the General Economic Affairs Office, be responsible for the coordination of internal and external relations, internal system construction, corporate culture construction, personnel work and administrative work of the company, and cooperate with other functional departments of the company to better complete various tasks assigned by the company.

I. Human resources management

1. According to the company's strategic development plan, formulate and implement the company's human resources plan;

2. Control the cost of human resource management;

3. Implement the organizational structure and function construction of the company;

4. Responsible for personnel procedures such as employee recruitment, employment, regularization, promotion and resignation;

5. Be responsible for the job design, job analysis, job description and improvement of company employees;

6, responsible for the management of employee labor contracts and personnel files, personnel appointment and dismissal and personnel policy consultation;

7. According to the company's business needs and manpower development plan, formulate the company's training plan and implement it;

8. Be responsible for the planning, design and implementation of the company's salary and welfare system;

9. Be responsible for the establishment and implementation of the company's performance management and assessment system;

10, handling labor disputes, employee complaints, etc. ;

1 1. Be responsible for the construction and planning of corporate culture, and promote the induction and deepening of core concepts and values of corporate culture.

Second, the administrative office management

1. Establish and improve various rules and regulations.

(1) is responsible for drafting various administrative office management systems within the company and implementing the company system.

(2) Grasp the implementation of the trial management system, give timely feedback, study and demonstrate the existing problems, and revise and improve them.

(3) To publicize and explain the management system to all employees.

2. Instrument drafting

(1) Draft all kinds of documents, reports, notices, instructions, plans, decisions, meeting minutes, work contact letters and other written materials of the company.

(2) Summarize the weekly and monthly work summaries of all departments and prepare the monthly work reports of all departments.

(3) Be responsible for making the annual work plan and summarizing the annual work.

(4) Review various internal and external documents issued in the name of the company.

3. Document distribution

(1) After receiving the foreign documents, number them, register and submit them for distribution.

(2) After receiving and verifying the internal documents, distribute the documents according to the opinions put forward and record the distribution of the documents.

4. Archives management

(1) Formulate relevant archives management system according to the archives law and the actual situation of the company.

(2) Collect all documents with preservation value inside and outside the company, file them in time, accurately and safely, and handle the file transfer procedures.

(3) Keep the company's archives secret, and strictly implement the company's confidentiality system in file management.

(4) Responsible for writing papers, cataloging and establishing archives general ledger.

(5) Responsible for the registration and regular recycling of borrowing files.

(6) Provide business guidance and work supervision to the file managers of all departments of the company, and assist and cooperate with relevant personnel of all departments to complete the handover and coordination of file information.

5. Seal management

(1) is responsible for seal approval and registration procedures.

6. Meeting management

(1) Meeting preparation. Responsible for the sanitation, ventilation, equipment and materials used in the meeting room, and inform the participants of the meeting time.

(2) The change of meeting time shall be notified to the participants in time.

(3) Record meeting contents, arrange meeting minutes and ensure timely distribution.

7. Reception work

(1) Answer the phone in time, use civilized language and express your intention simply.

(2) warmly receive the company's visiting guests and offer your seat to pour water.

(3) Tactfully answer the questions raised by the visiting guests of the company and abide by the company's confidentiality system.

(4) Assist the leaders of various departments and companies to do well the reception work such as visits and inspections by leaders of * * * and relevant business cooperation units.

8. Subscribe to newspapers, magazines and books, and be responsible for the management of related books and materials.

9. Management of office supplies and equipment

(1) Register and count the usage of office supplies and office equipment of all departments of the company. Make the company office equipment procurement plan.

(2) Register and count the distribution and requisition of office supplies and office equipment.

(3) The operating instructions of office equipment and other materials shall be filed in time.

(4) Ensure the timely maintenance and routine maintenance of office equipment.

(5) Strictly abide by the company's procurement system, shop around and save costs for the company as much as possible.

10. Vehicle management

(1) Register and count the company's vehicle usage.

(2) Manage and dispatch the company's public vehicles to ensure the smooth progress of the company's business.

1 1. Fixed assets management

(1) Register fixed assets and movable property, and establish ledger.

(2) Number the fixed assets and movable assets, and determine the person in charge.

(3) on a regular basis ......

If you are the new personnel manager, how will you work under the leadership of the personnel manager?

Communicate with subordinates, be familiar with the original workflow and annual work arrangement of each module, and understand the next task and plan.

Communicate with the supervisors of other relevant units and be familiar with the relationship between "people".

Communicate with employees of other relevant units to find out your satisfaction with the original HR work and your personal views. Let's first look at what your predecessor did well.

Form your own views, form certain ideas, improve rather than reform, rather than rushing headlong into it.

Communicate with the personnel manager to see his views and expectations on the current work, and hope that the next work will be carried out at what pace and where the focus is. This is the most important step. Take care of your boss.

My humble opinion, I hope it will have a role in attracting jade, and I wish you success in your work ~