Responsibilities of real estate personnel management post

7 responsibilities of real estate personnel administrative posts

In a progressive society, job responsibilities are indispensable on many occasions, and formulating job responsibilities is conducive to improving work efficiency and quality. I believe many friends are very upset about formulating job responsibilities. The following are the responsibilities of real estate personnel administration that I have carefully arranged. Welcome to read, I hope you will like it.

Responsibilities of administrative posts of real estate personnel 1 Item 1

Due to work needs, all units in the group can apply for personnel deployment within the group. In order to standardize the personnel transfer work and ensure the orderly employment of all institutions, these regulations are formulated.

Article 2 Appointment

Refers to the personnel arrangement of the heads of various units within the group, and the appointment notice is issued by the resolution formed by the meeting of the board of directors of the group.

Article 3 Transfer

I. Internal transfer

"Internal transfer" refers to the transfer of personnel between internal departments of a unit.

Second, external transfer.

"External transfer" refers to the transfer of personnel between units across companies (independent legal person companies).

Third, secondment.

Non-departmental staff temporarily seconded from other units or departments due to work needs need to return to the original department or unit after completing a certain job or when the secondment expires.

Article 4 Matters needing attention in mobilization

1. Each department submits the Personnel Transfer Application Approval Form (attached table 1) to the personnel department of its subordinate unit for approval.

Two, non work needs or no special reasons for the transfer of personnel will not be accepted;

Three, other departments or individuals shall not accept the application.

4. The transferred-in positions must be vacant positions within the staffing standards of the transferring-out party, and those that exceed the staffing or are not approved will not be accepted.

5. After the approval, the personnel department will issue a Notice of Transfer-in to the transferred personnel. After completing the transfer formalities, I will take this letter to report to the personnel department of the new unit.

Six, did not hold a valid "transfer notice" to report for duty, the personnel department of the receiving unit shall not accept, and the employing department shall not go through the formalities for them.

Seven, personnel transfer or transfer both sides to transfer, shall be regarded as invalid transfer, according to the relevant provisions of the comprehensive management measures of the group to give the relevant departments and responsible persons to give assessment and punishment, and severely deal with those who leave their posts.

Eight, each unit internal personnel transfer, fill in the notice of internal personnel transfer (table 2), external personnel transfer must fill in the notice of external personnel transfer (table 3).

Article 5 Transfer report and employee file change

The personnel department of each unit needs to summarize the daily personnel changes of the unit, fill in the daily report of personnel statistics of the unit (Table 4), and report it to the employee relations management department of the Group Human Resources Management Center before going to work every day, so that the Group can manage the employee files.

Article 6 Supplementary Provisions

I. These Measures shall be implemented as of the date of issuance.

2. The Group Human Resource Management Center shall be responsible for the interpretation of these Measures.

Schedule 1: Approval Form for Personnel Transfer Application

Schedule 2: Notice of Internal Personnel Transfer

Schedule 3: Notice of External Transfer of Personnel

Schedule 4: Notice of Appointment of Person in Charge of the Unit

Schedule 5: Notice of Dismissal of Person in Charge of the Unit

Schedule 6: Notice of Transfer of Person in Charge of Unit

Group human resource management center

20xx June

Schedule 1 (employee file):

Personnel transfer application approval form

Note: This form should be filled in by the employing department and processed after it is approved by the person in charge of the personnel unit/department. The form is entered into the employee file.

Job responsibilities of real estate personnel administration post 2 1, review the payment application and employee expense reimbursement of all departments of the company;

2. Be able to complete tax affairs independently, and be responsible for tax declaration and external liaison with tax authorities;

3. Skillful operation of billing software, responsible for applying for purchase and issuing timely and accurate VAT invoices;

4. Complete the systematic confirmation of export income on time every month;

5. Follow up the daily payment application related matters;

6. Responsible for the preparation, filing and storage of financial and tax-related documents;

7. Responsible for quarterly inventory, find out the reasons for the differences and issue an inventory report;

8, other work assigned by the leadership.

Responsibility 3 of the real estate personnel administration post (1) is responsible for the company's daily accounting and independent accounting treatment, including account establishment, bookkeeping, transfer and closing;

(2) Strict implementation of financial discipline, adherence to principles, careful examination of various reimbursement vouchers, payment of expenses and other expenses;

(3) Preparing tax returns; Check the use of invoices;

(4) Be responsible for the accounting of the current account of the company;

(5) Reimbursement in time and regular reconciliation according to the accounting system to ensure that the accounts are consistent;

(6) Responsible for the management of accounting files;

(7) Analysis of project cost, preparation of financial accounting report and project achievement report, timely feedback of abnormal changes in enterprise operation, and analysis of financial status and cash flow.

(8) Complete other internal statements of the company.

Real estate personnel administrative job responsibilities 4 job responsibilities:

1, familiar with the purchase, issuance, verification and storage of general taxpayer invoices (special VAT invoices, general VAT invoices, export commodity invoices) and the authentication of input invoices;

2. Skilled in operating various tax declaration systems (value-added tax, enterprise income tax, personal income tax, comprehensive local tax, tax exemption for production enterprises, etc.). );

3. Responsible for daily comprehensive accounting treatment, including document review, voucher making and preparation of financial and accounting statements;

4. Have general taxpayer's tax work experience and be familiar with the tax declaration process. Review and guide the daily work of cashier and current accountant;

5. Regularly check the implementation of accounting policies, strictly control risks and solve existing problems;

6. Online tax filing and other tax matters; Issue financial statements and internal analysis statements;

7. Complete the company's monthly financial closing and other matters arranged by the leaders.

Qualifications:

1, college degree or above in finance or accounting, with primary or above accounting title;

2. Have more than 2 years working experience in general accounting, be proficient in general accounting treatment, internal and external accounting treatment, and be familiar with accounting statement treatment, accounting regulations and tax laws;

3. Strong ability in cost management, risk control and financial analysis;

4. Love financial work, be active and diligent, have a strong sense of professionalism, responsibility and confidentiality, and have good communication skills and teamwork spirit.

5. Proficient in financial management software and office software, skilled in using computers, especially EXCEL and other office software.

Real estate personnel administrative job responsibilities 5 job responsibilities:

1. Prepare all accounting vouchers, print and file the accounting statements and vouchers of the Division;

2. Prepare the analysis and audit reports of the accounting statements and account balance statements of the Division;

3. Preparation and purchase of expense accounting vouchers of the Division, review of daily reimbursement documents of employees, preparation of tax calculation table and file management;

4. Account management and collection of employee loans;

5. Test and optimize the relevant processes of each internal control cycle, update the expense reimbursement system and template, standardize the reimbursement process and conduct training within the company.

Job requirements:

1, college degree or above in accounting, finance and other related majors, with more than two years working experience;

2. Familiar with the national accounting law and the company's financial system;

3. Skilled in operating office software, such as EXCEL/WORD；;

4. Honesty, practicality, integrity, reliability, carefulness, good professional ethics and strong sense of responsibility;

5. Good communication skills; Can bear hardships and stand hard work, and face work pressure with a positive attitude.

Responsibilities of real estate personnel administration post 6 Chapter I General Provisions

Article 1 This system is formulated in order to ensure the development of the Group, achieve the organizational objectives, obtain the required qualified talents, and improve and perfect the enterprise employment mechanism.

Article 2 This system is applicable to the recruitment and selection of all positions in all units within the group.

Article 3 The recruitment management of all units within the group shall be handled in accordance with the provisions of this system in addition to observing the relevant national laws and regulations.

Chapter II Recruitment Principles and Basis

Article 4 recruitment principles

Adhere to the principle of "openness, fairness and justice", recruit all kinds of qualified talents for enterprises and society, and do their best.

Article 5 Basis for recruitment of units

The personnel department of each unit determines the overall demand of human resources according to the annual development plan and organizational structure of the unit and the actual market. The personnel department of each unit shall prepare the post staffing table of the unit (attached table 1), which shall be submitted to the Human Resources Management Center of the Group for approval before implementation.

Article 6 Basis of departmental recruitment

If all departments really need to fill vacancies due to resignation, post transfer, maternity leave, etc., they should fill in the Department Employment Application Approval Form (Table 2) in advance and implement recruitment after approval by the personnel recruitment department of the unit. For new posts, it is suggested that the employing department attach the job description and KPI assessment indicators of the post and reapply for the post and staffing.

Chapter III Recruitment Implementation

Article 7 Recruitment implementation

I. Recruitment Plan

The personnel department of each unit shall prepare the annual report according to the Unit Staffing Table and the Department Employment Application Approval Form.

Or monthly recruitment plan (including recruitment information release, channel selection, data collection and screening, interview arrangement, recruitment budget, personnel recruitment approval and notice, etc.). ), and organize the implementation.

Second, internal recruitment.

When there are vacancies in each unit, the internal staff of the group and "internal competition" (including promotion, post adjustment, recommendation, open competition and selection, etc.) should be considered first. ) should be realized. The specific operation shall be subject to the regulations of the Group Human Resource Management Center.

Third, external recruitment.

It refers to recruitment through institutions or media with legal recruitment qualifications, including talent networks, headhunters, on-site talent exchange meetings, schools, employment agencies or other media.

Chapter IV External Recruitment Procedures

Article 8 External recruitment procedures

First, data screening.

The personnel department of the unit is responsible for the preliminary screening of the personal data of the candidates received, and submits it to the employer's demand department for selection, and the employer will feed back the selected personnel list to the personnel department of the unit.

Second, notify the interview

The personnel department of the unit shall notify the interview according to the personnel list submitted by the employer's demand department. The interview time shall be determined by both parties through consultation, and the person in charge of the personnel demand department shall attend the interview in person.

Third, apply for registration

All job seekers should first fill in the interview candidate registration form (Table 3).

Article 9 Interview Process

Interviews can be divided into examinations, psychological tests and interviews according to positions, as follows:

First, organize the exam.

Considering the departmental unity of post work, the examination paper can be issued directly by the employing department, which is responsible for marking. In principle, those with test scores of 60 or above can participate in the interview, and those with test scores below 60 may not arrange an interview.

Second, psychological test.

For positions in need, psychological tests can be arranged by various departments, and the test results should be submitted to the personnel department of the unit for filing, so as to provide post guidance in the future.

Third, permit review.

The employing department should also review the applicant's certificate and related materials during the interview, and those who forge academic qualifications and certificates will not be arranged for the next interview once they are found.

Fourth, employment approval

After passing the interview, the hiring department will verify the list of employees and the names of probation positions, and fill in the Personnel Employment Approval Form (Table 4). According to the importance of the recruitment position, the personnel department of the unit conducts background investigation on the pre-employed personnel and feeds back the relevant information to the employing department (see Report on Investigation of Employee Background Information for details).

Verb (abbreviation of verb) employment notice

Once the hiring department decides to hire a new employee, it shall submit the Approval Form for Personnel Employment to the personnel department of the unit in time, and the recruiter must issue an Employment Notice (Attached Table 5) on the day of receiving the approval form, informing the applicant of the registration date and relevant documents.

Notice of the unemployed with intransitive verb

The person in charge of the personnel department of the recruiter's unit shall reject the other party in time if the initial test or re-test fails.

Chapter v registration of newcomers

Article 10 Go through the registration formalities for newcomers.

First, medical regulations.

The employed personnel shall go to the second-class and above hospitals for health examination according to relevant regulations. If the medical examination is unqualified, all units shall not be employed.

Second, the payment voucher

When new employees report for duty, they must submit the following relevant certificates or materials:

1, original ID card;

2. Original graduation certificate and degree certificate;

Real estate personnel administrative responsibilities 7 job responsibilities:

1. Be fully responsible for all human resources related work of the company, and cooperate with leaders to formulate the company's human resources planning;

2. Be responsible for formulating and improving all rules and regulations, employee manuals and work processes related to human resources and administration;

3. Be responsible for formulating the company's annual recruitment plan and strategy, be fully responsible for the company's recruitment work, and make reasonable personnel reserves;

4. Be responsible for the performance appraisal of all employees of the company, and review the promotion, transfer, demotion and salary adjustment of employees of the company according to the appraisal results;

6. Be responsible for establishing the company's training system and gradually implementing the training plan;

Requirements:

1. College degree or above;

2. Familiar with human resources theory and practical operation, familiar with national labor laws and regulations and related policies;

3. More than three years of work experience, solid employee recruitment experience and comprehensive company personnel work experience;

4. Proactive, good at communication, able to withstand pressure and use it for exploration and innovation;

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