The responsibility of becoming a personnel Commissioner

The responsibility of becoming a personnel Commissioner (selected 10 articles)

Do you know that?/You know what? Job responsibilities refer to the work content that a post needs to complete and the scope of responsibility that it should undertake. It is a concrete job description and can be divided into different job types. So what is the responsibility of the personnel Commissioner? The following are ten examples of my duties as a personnel Commissioner, hoping to help you!

The responsibility of becoming a personnel Commissioner (selected articles 1)

1. According to the company's human resources planning, sort out the recruitment needs of various departments and put forward reasonable suggestions;

2. Implement the recruitment plans of all departments;

3. Assist in completing the daily administrative affairs of the company and provide effective logistics services for the company's operation;

4. Assist human resources such as employee relations, organizational development and team culture construction, identify potential risks and provide solutions, and help each division to carry out effective team management.

The responsibility of becoming a personnel Commissioner (excerpt 2)

1, responsible for the recruitment, interview and team development of employees in their respective departments.

2. Learn financial product knowledge and financial management skills, so as to analyze the financial management of customers in this department.

3. Conduct professional financial knowledge training and assessment for new employees in this department.

4. Be responsible for tracking, collecting and reporting the progress of team members.

The Responsibility of Being a Personnel Commissioner (Part III)

1. Assist the superior in recruitment.

2. Be responsible for the procedures of employees' entry, resignation, transfer and promotion.

3. Attendance supervision and statistical summary

4. Organize and file all kinds of documents and files of the company.

5. Assist in drafting daily official documents, notices and other related documents.

6. Complete other matters arranged by the superior.

The Responsibility of Being a Personnel Commissioner (Part IV)

1. Responsible for the personnel file management of regional employees, providing reference and basis for personnel changes;

2. Responsible for the management of fixed assets and office supplies;

3. Responsible for staff dormitory management, health management and office daily affairs management;

4. Responsible for employee physical examination, establish and update employee health records. If you find yourself with infectious diseases, skin diseases or mental diseases, you should report to your superiors in time and handle labor relations reasonably;

5. Performance appraisal and monthly attendance summary;

6. Assist the regional HR Commissioner (supervisor) to arrange employee activities and train new employees;

7. Staff uniform customization summary and stationery distribution;

8. Drafting and execution tracking of regional posting notices;

9. Assistance from other regional human resources commissioners (supervisors).

Responsibility to be a Personnel Commissioner (Article 5)

1, responsible for employee recruitment, induction, training, personnel transfer, resignation and other procedures, and establishing personnel files. Be familiar with employees' personal abilities, and assist leaders to reasonably arrange the increase or decrease of human resources within the company.

2. Be responsible for compiling and filling in the monthly report of human resources, and complete the analysis of the monthly report of human resources;

3. Be responsible for formulating the performance appraisal of all departments of the company, collecting and sorting out the monthly and annual appraisal data of personnel of all departments, and summarizing and analyzing to generate relevant reports;

4. Daily personnel work, five insurances and one gold, attendance management, etc.

Responsibility to be a Personnel Commissioner (Article 6)

1, mainly responsible for personnel recruitment of the company;

2. Implement the recruitment workflow, and coordinate the processes of employee recruitment, entry, resignation, transfer and promotion;

3. Maintain and expand recruitment channels, search the talent pool through keywords, tap outstanding talents, file and follow up;

4. Cooperate with the induction training and business training for new employees, and track and feedback the training effect;

5, timely communication, feedback department recruitment needs, to assist the superior recruitment.

The responsibility of becoming a personnel Commissioner (choose 7)

1, to help superiors master the human resources situation;

2. Manage the labor contract, handle the recruitment and termination procedures, and settle the employee's salary and attendance;

3, fill in and analyze all kinds of personnel statistics;

4. Draft company rules and regulations and recruitment system;

5. Help to establish positive employee relations, coordinate the relationship between employees and management, and organize and plan various activities of employees;

6. Assist the superior to implement the company's rules and regulations;

7. Assist superiors to complete the annual assessment of employees;

8. Manage dispute resolution procedures.

The responsibility of becoming a personnel Commissioner (choose 8)

1, according to the needs of various departments and job qualifications of the company, make a recruitment plan to meet the company's employment needs;

2. Complete the company's salary performance system and be responsible for its implementation.

3. Responsible for employee relations management, company personnel entry, resignation, social security, attendance, etc.

4. Organize and implement various trainings of the company.

5. Responsible for the coordination and relationship maintenance of various departments;

6. Be responsible for the daily administrative work of the company.

7. Complete other tasks assigned by the general manager.

Responsibility of becoming a personnel Commissioner (Article 9)

1) According to the human resource management system of the group headquarters, carry out and implement the human resource management of each case center (including recruitment, signing labor contracts, training and assessment, etc.). ).

2) Formulate the post responsibilities of special posts in the region (posts not involved in post responsibilities in the group management documents).

3) Manage important documents, contracts, agreements and employee files of provinces/municipalities directly under the Central Government.

4) Responsible for the collection and review of employee attendance in provinces/municipalities directly under the Central Government.

5) The website of the regulatory agency, assisting in the network construction of the agency.

6) Assist the director to complete the monthly work report and statements.

7) Supervise the work of the office environment.

8) Assist the case center to deal with emergencies at work.

9) Draft documents of provinces/municipalities directly under the Central Government, and upload all documents issued to Hui Ling Group headquarters and provinces/municipalities directly under the Central Government.

10) Keep the official seal of the institution and use it according to the system.

1 1) Organize regular provincial/municipal administrative meetings.

12) Participate in the signing of the housing lease contract of the case center.

13) Complete other tasks assigned by superiors.

The responsibility of becoming a personnel Commissioner (selected articles 10)

1. Make and implement the recruitment plan according to the needs of the company and stores;

2. Maintain good communication with employees and develop employee relations in a timely manner;

3. Be responsible for the relevant procedures such as employees' entry, resignation and regularization;

4. Regularly report the related work of human resources to the person in charge of the store and the human resources department of the group;

5. Be responsible for the scheduling of front-line employees in the store, and assist the regional office to handle abnormal attendance of employees.