What are the main responsibilities of the human resources department?

The main responsibilities of the Human Resources Department are as follows:

1. Understand the strategy of business department, organize diagnosis business, provide suggestions, plan and participate in the implementation of business department strategy.

2. Provide human resources support for organizational development, conduct regular organizational inventory, and provide effective solutions for business departments in recruitment, training, performance appraisal, salary, employee relations, etc. and implement them.

3. Promote changes at the company level within the Division, and be responsible for the improvement of the human resources system, process and system of the Division; Improve the operational efficiency of human resources.

4. Inherit the company culture, carry forward the values and build communication channels to ensure the sustained and healthy growth of the organization.

5. Actively contact and communicate with department management, front-line supervisors and employees in various forms to ensure the effective transmission of information at different levels.

Basic functions of human resource management:

1. Selection: that is, recruitment and selection. It is necessary to choose the talents that are most suitable for the requirements of the unit and the post. "Too high" is a waste, and "too low" does not match.

2. Educating people: through training and education, we will continuously improve the professional skills and comprehensive quality of employees, improve performance, enhance work efficiency and employee value, achieve personal success, and achieve a win-win situation for both units and employees.

3. Employing people: put the right people (those who meet the post qualification requirements and have the ability and skills to complete the post responsibilities) in the right posts and give full play to their potential.

4. Retain people: By establishing a "retention mechanism", formulate corresponding retention policies, and retain a few (about 20%) core and backbone employees who are truly valuable to the unit and can bring good economic benefits ("Pareto Law"-20% core and backbone employees are creating 80% value for the unit).

5. Eliminate people: eliminate people who are not qualified for the post and cannot meet the objective requirements of the position (post).