What are the personnel policies and labor regulations that HR should master?

Those who work in HR must understand the law. Including laws related to economic crimes, including labor laws and regulations (local government regulations also count, such as minimum wages), including financial systems and laws, etc. It can be said that few companies are completely clean now. Profits from most industries, if they were completely legal, would go to the state. But you have to know where you are unclean. Otherwise, if something goes wrong, the managers will be the unlucky ones.

Human resource management. The departments used by enterprises for human resource allocation planning are divided into six modules: human resource planning, recruitment allocation, salary and benefits, employee relations, training and development, and performance management.

Managers focus on the following three P’s Policies and practices adopted: positions, people, performance.

First of all, we must define the job mission, responsibilities, and entry requirements;

Secondly, ensure that the right people are placed in the right positions; in the final analysis, we must ensure that the people in the positions are Work effectively and achieve job mission and key performance.

Human resource planning content

(1) Predicting future organizational structure

An organization or enterprise often changes with changes in the external environment. Therefore, for Predictive assessment of future organizational structures should be included as a first step.

(2) Formulate a manpower supply and demand balance plan

The plan should consider the following three points:

(1) Due to business development, transformation or technological equipment update The number and level of personnel to be added.

(2) The number and level of personnel required to be supplemented due to employee changes. Such changes include retirement, resignation, disability, transfer, dismissal, etc.

(3) Changes in human resources structure due to promotion of internal members.

(3) Formulate a supplementary plan for human resources recruitment

Recruitment principles include:

(1) Which comes first, internal promotion or external recruitment?

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(2) What method should be used for external recruitment?

(3) What are the sources of manpower used for external recruitment? Are there any difficulties? How to solve them?

(4 ) If it is an internal promotion or transfer, what is the direction and level?

(4) Develop a personnel training plan

The purpose of the personnel training plan is to cultivate talents, and it includes two aspects: Internally, we should select existing employees and strengthen the training of employees on product expertise and work skills; externally, we should actively hunt for a small number of talents in society that are highly needed in the future to avoid the lack of such talents in the enterprise. As for personnel training content, it can include:

(5) Manpower utilization plan

Manpower planning should not only meet the needs of future manpower, but also make full use of existing manpower. The use of manpower covers a wide range, and the key lies in the perfect coordination of "people" and "things" so that things can be done to the right people and people can make full use of their talents. Manpower utilization includes the following items:

(1) Job functions and job reorganization;

(2) Work assignment and adjustment;

(3) Promotion and selection;

(4) Job enrichment;

(5) Manpower inspection and adjustment.

Human resource planning forecasting method

1. The concept of company manpower planning

Company manpower planning is divided into medium and long-term planning and annual plan. Generally speaking, the long-term plan is more than 10 years, the medium-term plan is 1-10 years, and the annual plan is the plan for the current year. The annual plan is an execution plan and the implementation of the mid- and long-term plans. The mid- and long-term plans have a guiding role in the company's human resources planning.

2. Contents of company manpower planning

Company manpower planning generally includes job position planning, personnel supplement planning, education and training planning, manpower allocation planning, etc.

3. Classification of company employees

According to the company’s requirements for manpower planning, company employees can be divided into the following six categories: managers, engineering and technical personnel, workers, including basic production Workers and auxiliary workers, apprentices, service personnel, other persons.

4. Forecasting the demand for company employees

The demand forecast for company employees is to predict the quantity and quality of employees needed by the company in a certain period of time in the future based on the company's development requirements. Then determine the personnel supplement plan and implement the education and training plan.

There are three basic methods for employee demand forecasting:

1. Experience estimation method: It uses existing intelligence and data, based on the experience of relevant personnel, combined with the company’s Characteristics to predict the company's employee needs. Empirical estimation methods can adopt two methods: "bottom-up" and "top-down".

2. Statistical forecasting method: It is to use mathematical statistics to make mathematical calculations based on the company's current and forecast period economic indicators and several related factors to obtain the demand for employees. The most commonly used method of this type is the proportional trend method. Regression analysis and econometric models are relatively complex and are not used much.

3. Job study forecasting method. This method uses work research (including action research and time research) to calculate the working hours quota and labor quota to complete a certain job or a certain product, and takes into account the changing factors within the forecast period to determine the company's employee needs.

5. Supply forecast of company employees

Employee supply forecast generally includes the following aspects:

(1) Analyze the company’s current employee situation, such as Understand the current situation of the company's employees by including their departmental distribution, technical knowledge level, type of work, age composition, etc.

(2) Analyze the current situation and reasons of employee mobility in the company, and predict the future employee mobility situation so that corresponding measures can be taken to avoid unnecessary mobility or provide timely replacements.

(3) Understand the company’s employee promotions and internal transfers to ensure the continuity of work and positions.

(4) Analyze the impact of changes in working conditions (such as work and rest systems, shift systems, etc.) and changes in attendance rates on the supply of employees.

(5) Understand the supply sources and channels of the company’s employees. Employees can come from within the company (such as the arrangement of surplus employees, the development of employee potential, etc.) or from outside the company.