How to do a good job in human resources

First of all, talk about the recruitment function.

Some enterprises can recruit at will in the production workshop, and the human resources department didn't know there were new employees until the employees came in for ten and a half months. The employee left for a month, and the salary was settled before the human resources department signed it. What does the human resources department do in such an enterprise? Can the human resources department still play its due role if it can't even manage the entry and exit of employees well?

Recruitment and appointment are the most basic functions of human resources department. Employees entering the enterprise, job probation, job transfer, promotion and demotion, including resignation, are all under the jurisdiction of the human resources department. Decentralization and prevarication are irresponsible.

Second, talk about the training function.

After employees enter the enterprise, whether they are novices, veterans, experienced or inexperienced, they should be trained in a unified way. Pre-job training is very important. The organization and management of pre-job training belongs to the Human Resources Department. Any enterprise has different practices and corporate culture from other enterprises, and has its own rules, regulations and operational procedures. Employees must be trained before taking up their posts. Otherwise, there will be differences or frictions in the future: you speak according to company regulations and he speaks according to his own experience.

Pre-job training is only an important part of the whole enterprise training system, but it is by no means the whole training. There are also on-the-job training, job transfer training, promotion preparation training, full-time training for key positions, and external expert training. For brand enterprises, there are franchisee training, dealer manager training, terminal training and so on, which are all organic parts of the enterprise training system.

All training must be planned, arranged and organized in a unified way. We should not only consider the integration of resources, but also consider the consistency of goals and effects. A fragmented enterprise often lacks training or unified training. Training is the guarantee of employee development and enterprise development. Nowadays, many young people are keen on working in foreign companies. They are interested in the training opportunities and development prospects of foreign companies.

Third, the performance appraisal function.

Performance appraisal has received unprecedented attention in Chinese enterprises. The human resources department of any enterprise does nothing but performance appraisal. As for the effect? But few people are satisfied. There are many human resource managers and business owners who suffer from performance appraisal!

Why is the performance appraisal that everyone in the world pays attention to, but it has become a pity and tasteless "chicken rib"? Its roots lie in: first, the starting point of assessment is wrong; Second, the method of borrowing books is wrong. How to carry out the performance appraisal work in line with the actual situation of this enterprise is not listed in this paper. Interested parties can refer to Zhang Guoxiang's article "Performance Appraisal of Enterprise Standardized Management".

Fourth, the salary and welfare management function.

Salary and welfare management belongs to the Human Resources Department. There should be nothing to say, right? To your surprise, the salary and welfare management of some enterprises is also fragmented by various units and departments. There is no unified salary system, no unified calculation formula, no unified payment standard and no unified salary adjustment regulations. What a mess!

Bread is the pillar of life. Salary and welfare management is the core and top priority of enterprise management. Any enterprise can not do without all other functions, except the salary management function! To put it bluntly, management is the distribution of benefits, the return is disproportionate, and all employees are comfortable and happy with the money. For the boss, it is whether the salary I pay can be exchanged for the profit I want. Of course, in today's society, people's needs are diversified, and the composition of salary and welfare is also diversified. Therefore, the design of salary and welfare combination and a series of special management activities have been developed. However, no matter how the combination mode changes, its functions belong to the human resources department but can never be changed.

Verb (abbreviation of verb) the management function of labor relations

If the human resources department just keeps a file and reports personal statistics, there is really no need to exist! The factory ignores a work-related injury and lets the factory director solve the contradiction between employees and enterprises, then the human resources department is seriously dereliction of duty (the factory director can help solve it and should help solve it, but he is not the protagonist in solving the problem).

All departments and units in factories and enterprises are only employers, and management cannot be separated from human resources departments. All units and departments are not satisfied with the use of their subordinate employees, and can return them to the Human Resources Department for other arrangements. All units and departments have the right to suggest and deal with employees who do not listen to deployment and management, but they have absolutely no right to dismiss. Therefore, all issues related to labor relations are handled by the human resources department. Handling is beyond the authority of others, and it is dereliction of duty for the human resources department to give up.

Sixth, finally talk about the role of human resource planning.

Originally, this should be said at the beginning, but because many enterprises ignore this function, its importance is not comparable to other functions, so I put it at the end to make a key statement.

Whether an enterprise employee is competent and meets the post requirements is very important. Without a practical employment plan, there will be no direction and standard for recruitment, and there will be no quality. When and where to recruit, how to choose recruiters, how to use them ... Without reasonable planning in advance and cramming temporarily, you can't recruit the right people, and you can't guarantee the quality of recruitment. Therefore, the collection and confirmation of employment demand information is very important. The development strategy and direction of enterprises also affect the employment planning of enterprises. All this should be planned in advance.

Good luck with your work ~ ~