How to set up the human resources department of large enterprises

Organization chart of human resources department

(The organization chart is applicable to the human resources departments of large enterprises, and small and medium-sized enterprises can make adjustments on this basis. )

Description of position series:

Qualification description of the person in charge of division of labor

Specialty: Have a deep understanding of professional work, be familiar with actual work links and work processes, understand relevant laws, norms and policies, and have a good cooperative relationship with external work units.

Ability: Strong practical organization, coordination and planning ability.

Interest: Have a strong interest in professional work.

Psychological state: mature and steady, earnest and practical, full of social responsibility and work responsibility.

Job description of recruitment supervisor

Work code: (omitted)

Job Title: Recruitment Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job Description: On the basis of understanding the needs of personnel in various departments of the company, organize recruitment announcement, test, interview and preliminary examination according to the specific requirements of human resources recruitment plan and job description.

Work contact: report to the assistant manager in charge of recruitment and training.

Supervised object: recruitment assistant

Partner: the person in charge of this department and the managers and supervisors of other departments.

External contact: external job-seeking websites, talent exchange centers, recruitment agencies, employment guidance centers in colleges and universities, and various recruitment advertising media.

Job responsibilities:

1, understand the personnel requirements.

(1) According to the company's human resources plan, ask the managers and supervisors of all departments about the personnel requirements.

(2) Summarize personnel requirements and put forward external recruitment opinions.

(3) Report the demand summary and suggestions to the competent deputy manager.

2. Make a recruitment plan

(1) Determine the recruitment time and the last appointment time.

(2) Determine the appropriate recruitment media and recruitment channels.

(3) Draw up the methods and contents of preliminary examination and interview.

(4) Draw up the recruitment plan:

Publish a recruitment announcement; B accept resume; C review resume; Notify the initial test; E. arrange preliminary tests;

F inform the interview; G. organizing interviews; H. analyzing and reviewing interview results; J. confirm the entry list; H notification post; I confirm the appointment and time.

(5) Report the recruitment plan

3. Make a recruitment budget plan

(1) Make the recruitment budget according to the recruitment plan.

(2) Report the budget plan to the competent deputy manager.

4. After the plan is confirmed, report the recruitment plan to the personnel administration department where the company is located in time.

5. Organize preliminary recruitment tests and interview.

(1) Determine the initial test contents with relevant functional departments and jointly organize the initial test.

(2) Summarize and analyze the preliminary test results, and confirm the interview list with relevant functional departments.

(3) Report the preliminary test results, analysis and suggestions to the competent deputy manager.

(4) After the interview list is formally confirmed, an interview notice will be issued.

(5) Prepare for the interview and cooperate with the interview review team for the interview.

(6) Cooperate with the interview review team to sort out and analyze the interview results.

6. After confirming the employment list, issue the employment notice.

7. Track the notified personnel in time, confirm the final arrival personnel and time, and notify all functional departments and training supervisors.

8. Participate in the formulation of the company's human resources plan and make suggestions.

9. Collect external information

(1) Establish good cooperative relations and exchange information with recruitment websites, talent exchange centers and headhunting companies.

(2) Understand the external recruitment media and evaluate its effectiveness.

Work specification: labor law, local relevant personnel employment regulations, employee handbook, recruitment management work specification.

Job description of training supervisor

Work code: (omitted)

Job Title: Head of Training Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job Description: On the basis of understanding the company's internal training needs, according to the company's strategic development plan, draw up the company's training plan and career development plan, and organize and develop various training courses as planned to achieve the company's goals and employees' expectations.

Work contact: report to the assistant manager in charge of recruitment and training.

Supervised object: training assistant

Partners: the supervisors in charge of their own departments, managers and supervisors of other departments and authorized lecturers.

External contact: external training institutions, consulting companies, university training centers, external training colleges and MBA and other professional degree teaching points.

Job responsibilities:

1. Understand the training needs of the company.

(1) Investigate the training needs of company departments and employees.

(2) Work out the employee career development plan with the deployment supervisor.

(3) Understand the company's shortcomings according to the company's strategic development plan, and conduct training demand research.

(4) Summarize the demand, make suggestions and report to the competent deputy manager.

2. Make the company training plan.

(1) Make an annual training plan according to the company's strategic development plan, annual work plan and internal training needs.

(2) Make a semi-annual training plan according to the company's semi-annual work plan and training requirements.

(3) Make a monthly training plan according to the semi-annual training plan and the company's monthly work plan.

(4) Timely report all kinds of training plans to the competent deputy manager for review.

3. Make the company's special training plan.

(1) according to the company's strategic development planning and business adjustment needs, formulate various special training plans.

Such as team building, project management, professional identity and TPP.

(2) Two-way communication plan inside and outside the group company

(3) Report to the competent deputy manager for approval in time, and report to the group department for the record.

4. Make a training budget

(1) According to the organizational needs of various training programs, make a reasonable training budget plan, leaving a floating surplus of 8%~ 15%.

(2) Report the budget plan

5. Implement various training plans of the company.

(1) Contact in advance to confirm the training teacher, venue and time.

(2) Prepare lessons with the trainer.

(3) issue a training notice

(4) Arrange the vehicles, accommodation and meals needed for training.

(5) Arrange training venues and prepare training equipment.

(6) Record training attendance.

(7) Make training records.

(8) Conduct on-site training evaluation.

(9) Tracking training operations

(10) post personal training points

(1 1) Analysis Training Evaluation Questionnaire

(12) Prepare the training summary and report it.

6. Organize external training

(1) Summarize the training needs, put forward the topic of participating in external training projects, and report it.

(2) Contact and contact external training institutions to discuss training fees.

(3) Seek the training opinions of the managers or supervisors of foreign trainees' work departments.

(4) Inform relevant external trainers and arrange the work during the training.

(5) Go through the internal examination and approval procedures for participating in external training, sign a training contract, and receive the corresponding funds and checks.

(6) Follow up the training summary and put it on record after publication.

(7) Track invoices for external training and submit them to the Finance Department for verification.

7. Summary of training work

(1) Write a special training summary and summarize the weekly training work.

(2) Summarize the monthly training and submit the monthly work report.

(3) Summarize the training for half a year and submit the work summary for half a year.

(4) Summarize the annual training and submit the annual work summary.

8. Contact external training institutions.

(1) Establish good cooperative relations with external training institutions and share information with each other.

(2) Regularly learn about the open courses of major training institutions and consulting companies.

(3) Review the professional training qualifications of external training institutions.

(4) Evaluate the training ability and effect of major external training institutions.

9. Participate in the formulation of the company's human resources plan and make suggestions.

10, storage and use arrangement of training equipment

Work norms: training management norms, social training institutions approval requirements.

Job description of information supervisor

Work code: (omitted)

Job Title: Information Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job Description: Collect and sort out information related to personnel work, establish and maintain enterprise human resource information base, make dynamic analysis on enterprise talent demand and talent structure adjustment, and provide necessary information support for other personnel work.

Work contact: report to the assistant manager in charge of policy analysis and information business.

Supervised object: information assistant

Partners: the director in charge of the department and the information director of the administrative department.

External contacts: information directors of other departments, information department of external talent exchange center.

Job responsibilities:

1. Establish and design the human resources information system of the department, and maintain the website of the department or the home page of the company.

2. Establish the company's human resources information base.

(1) Learn all kinds of human resource management information from department heads.

(2) Establish a classified human resource information base (such as professional, ability, qualification and performance classified information management) that meets the needs of the work.

(3) Organize the resumes and related materials of previous applicants.

(4) Establish application information resource database according to specialty and qualification.

3. Maintenance and management of human resource information

(1) Collect all kinds of relevant personnel information of this department and other departments in a timely and continuous manner.

(2) Input and update the information in the human resource information base in time.

(3) collation and analysis of library resource information

4. Synthesis and analysis of special information

(1) According to the company's strategic development planning and business adjustment needs, the corresponding information is extracted from the information base for synthesis.

(2) Carry out structural analysis and dynamic comprehensive treatment according to the assessment requirements of specialty, post, qualification and function.

(3) According to the problems and deficiencies extracted from the analysis, put forward reasonable suggestions.

(4) Report the comprehensive information processing results and suggestions to the deputy manager of policy analysis.

5. Provide job information support

(1) According to the actual work needs of departments, provide relevant information to all departments in time and give information resources support.

(2) Provide necessary work information support to other departments according to work needs.

6, presided over the company's internal human resources research.

(1) According to the development and changes of human resources business, formulate departmental special research project plans.

(2) Confirm the corresponding research plan according to the needs of other competent businesses.

(3) Summarize the special research plan, formulate the research budget plan and report it to the deputy manager in charge.

(4) after the research plan is determined, organize the division of labor to carry out special research.

(5) Invite the members of the expert group to regularly evaluate and review the research results.

Work norms: internal information management norms, internal homepage management norms, electronic information communication management norms, personnel information management norms.

Job description of performance supervisor

Work code: (omitted)

Job Title: Performance Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job Description: Assess the performance, attitude and ability of company employees (including department managers below) according to the standards of positions, posts and functions, and put forward suggestions on training, deployment, salary increase, reward, education and punishment.

Work contact: reporting target: assistant manager in charge of performance pay business.

Supervised object: performance assistant

Partners: directors of competent departments, managers of other departments and information management directors.

Job responsibilities:

1, the construction of internal performance management index system.

(1) According to the company's strategic development goals and plans, under the guidance of the deputy manager in charge, confirm the weight of assessment elements with other department managers or supervisors, and cooperate with the formulation of performance appraisal index system of each department.

(2) According to the assessment elements and index system, prepare the performance appraisal forms of employees in various departments (generally divided into daily and annual appraisal forms, self-inspection report forms and deployment promotion appraisal forms, etc.). )

(3) According to the assessment index system and job classification, employee assessment is divided into three categories: ordinary employee assessment form, supervisor assessment form and department manager assessment form.

(4) report to the deputy manager in charge

2, evaluate and summarize the daily performance appraisal information

(1) Get the attendance information of employees from the information directors of all departments on a regular basis.

(2) Get quantitative evaluation information of employees' work performance and progress from department managers or supervisors on a regular basis.

(3) Get the performance evaluation and assessment information of relevant department managers from the competent vice president on a regular basis.

(4) Summarize the evaluation information, prepare the evaluation analysis report and report it to the competent deputy manager.

3, summary, check all kinds of special work performance appraisal information

(1) According to the operation progress of each project, timely and continuously obtain the work performance appraisal information of the personnel within the project from each project manager.

(2) Conduct a special investigation to understand the working attitude and emotional state of internal employees and record the investigation information.

(3) Summarize the internal performance appraisal results of the project and make a simple analysis of the project operation.

(4) Report the above information and analysis report to the competent deputy manager.

4, promotion assessment review

(1) Confirm the list of examinees according to the investigation of the Human Resources Department and the competent department.

(2) summarize the performance appraisal results over the years, review the qualifications, qualifications and performance, and submit them to the qualification promotion committee.

(3) The supervisor of the assessed evaluates his judgment, planning, leadership and compromise, and fills in the promotion performance table.

(4) Have a special dialogue with the assessed personnel and make self-comments.

(5) Select members with higher positions as reference standards for comparison and evaluation of relevant indicators,

(6) Prepare the evaluation report and submit it to the competent deputy manager.

5. Comprehensive performance evaluation

(1) Organize and guide each department to conduct annual comprehensive evaluation within the department and issue annual comprehensive performance evaluation forms.

(2) Organize the managers of all departments to conduct secondary review and adjustment on the assessment of their own departments.

(3) Assist the review committee to review and evaluate the comprehensive review results of the performance department of the company.

(4) Announce the final annual performance review results of the review committee.

(5) Collect and summarize the company's feedback on the annual performance appraisal results.

6. Participate in the formulation and revision of overtime pay and bonus incentive system together with the salary supervisor.

7. Assist the deployment supervisor to jointly understand the post adaptation of the company's employees.

Work specification: the company personnel assessment procedures and the company personnel performance assessment work specification.

Job description of social welfare supervisor

Work code: (omitted)

Job Title: Head of Social Welfare Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job description: According to the company's strategic development plan and the company's actual situation, conceive and formulate the company's employee welfare plan, establish a good relationship with the social security department, and handle all kinds of necessary welfare insurance for the company's employees.

Work contact: reporting target: assistant manager in charge of performance pay business.

Supervised object: social welfare assistant

Partners: department heads and other department heads.

External contact: local labor and social security administrative departments, local social security management centers, housing provident fund management centers, talent exchange centers, etc.

Job responsibilities:

1. Imagine and formulate the welfare insurance plan and annual plan for employees of the company.

(1) According to the employee welfare guarantee system of the company and the requirements of the local government's social welfare insurance laws and policies, imagine the welfare guarantee items that the employees of the company can enjoy and must have, and draw up the welfare plan.

(2) Investigate the welfare benefits of employees in the company, make reasonable consideration after comprehensive feedback, and adjust the welfare plan appropriately.

(3) According to the envisaged welfare plan, combined with the actual situation of the company, formulate the policy necessary welfare project plan, employee incentive welfare plan and employee security welfare plan respectively.

4. Formulate the company's welfare insurance expense budget plan.

(1) Draw up the annual welfare insurance expense budget plan according to the envisaged various welfare insurance plans and the total wages of the company's employees.

(2) Report various welfare insurance plans and annual welfare insurance budget plans to the competent deputy manager.

5. Deal with all kinds of policy welfare insurance (Beijing)

(1) handle the social insurance fund account in the social insurance management center with the company certificate.

(2) Insure unemployment insurance, endowment insurance, basic medical insurance and serious illness insurance from the social insurance center according to the number of formal employees of the company.

(3) According to the number of employees of the company, open an individual provident fund account in the provident fund management center.

(4) The above work can be entrusted to a talent exchange center or an agency company to handle it.

6. Inform employees of their personal insurance on a regular basis.

7. Guide the employees of the company to handle all kinds of insurance transfer and the use of provident fund.

8. Arrange and implement the company's incentive welfare and safety welfare projects.

For example: company employees' fitness programs, transportation expenses reimbursement, telephone expenses reimbursement and so on.

Work norms: Labor Law, Regulations on Unemployment Insurance, Provisions on Collection and Payment of Social Insurance Fees, Provisions on Collection and Payment of Medical Insurance in Beijing, Provisions on Employee Welfare Insurance in the Company and Provisions on Management of Welfare Work in the Company.

Salary supervisor job description

Work code: (omitted)

Job Title: Payroll Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job Description: According to the company's strategic development plan and the company's actual situation, design a highly motivating employee compensation system, prepare the company's employee compensation plan, submit the compensation plan to the finance department in advance according to the salary calculation and payment cycle, and allocate and manage the company's employee compensation.

Work contact: reporting target: assistant manager in charge of performance pay business.

Supervised object: salary assistant

Partners: the head of the competent department and the staff of the finance department.

External contacts: local tax authorities, counterpart banks, etc.

Job responsibilities:

1, salary survey

(1) Understand the satisfaction of employees with the current salary.

(2) Analyze the salary survey and make relevant analysis.

(3) Put forward reasonable suggestions according to the analysis and report to the competent deputy manager.

2. Participate in the formulation and modification of the salary structure, level adjustment plan and scheme of the company's employees.

3. Make the annual salary plan, calculate the total salary budget and report it to the assistant manager in charge.

4. Calculate and pay employees' salaries

(1) Understand the performance appraisal of employees during the salary cycle and calculate bonuses and overtime pay.

(2) Accounting and deduction of personal income tax.

(3) Arrange the monthly salary plan in time according to the salary calculation cycle, performance appraisal and tax payment.

(4) Report to the competent deputy manager for review.

(5) Submit it to the Finance Department for accounting.

5. Draft, formulate and modify the overtime pay system.

(1) Cooperate with the performance management supervisor to investigate overtime.

(2) With the participation of the deputy manager in charge, work with the performance supervisor and the managers and supervisors of other departments to draft the overtime pay system norms or make suggestions for revision.

(3) submitted to the deputy manager in charge

6. Drafting, formulating and modifying the bonus incentive system.

(1) Work with performance supervisor to study various bonus incentive systems.

(2) Investigate the actual incentive effect of existing bonuses together.

(3) With the participation of the deputy manager in charge, draft the bonus distribution system or propose amendments together with the managers or supervisors of various departments.

(4) Organize opinions and submit them to the competent deputy manager.

7. Assist the social welfare supervisor to calculate the annual welfare insurance budget.

8. Submit all kinds of information to the information supervisor in time.

Work norms: labor law, individual income tax collection regulations, company employee performance appraisal management norms, company overtime pay system norms, company bonus incentive system norms, company salary work management norms.

Job description of deployment supervisor

Work code: (omitted)

Job Title: Deployment Department: Human Resources Department

Grade: (omitted) Salary range: (omitted)

Job Description: According to the company's strategic development plan and the actual needs of the company's business, on the basis of performance appraisal and professional review, put forward suggestions on the internal personnel deployment of the company to the human resources manager, specifically implement and arrange the personnel deployment plan confirmed by the company, and participate in the formulation of the company's human resources plan and the company's employee career development plan.

Work contact: reporting target: manager of human resources department.

Supervised object: deployment assistant

Partner: the communication center between the directors in charge of the department and the employees of other departments.

External relations: local personnel administrative departments and talent centers.

Job responsibilities:

1. Participate in the formulation of the company's human resources plan.

2. Cooperate with the performance supervisor to understand the integration of employees in the current work.

3. Put forward reasonable suggestions for the company's employee deployment plan.

(1) Analyze the employees' adaptability to the existing jobs.

(2) Work out a career development plan with the training supervisor.

(3) Based on the above information, some suggestions are put forward to modify the deployment scheme reasonably.

4. Accept the application for personnel deployment

(1) Accept the employee's application for active deployment, make suggestions after verification, and report to the HR manager.

(2) According to the application confirmed by the company, modify the deployment plan and make a special deployment plan.

5. Implement the deployment plan

(1) Make a specific deployment plan according to the deployment plan.

(2) Prepare the deployment application report and submit it to the HR manager for approval.

(3) After the report is approved, it shall be submitted to the supervisor (or manager) of the department where the deployment personnel belong and the supervisor (or manager) of the deployment receiver for review.

(4) After approval, submit it to the deputy general manager in charge of business for approval, and attach the deployment application report.

(5) After the deployment plan is approved, notify the deployment personnel and have a special talk.

(6) Inform the supervisor of the deployment receiver to prepare for deployment and reception.

(7) Prepare the deployment summary report.

6. After deployment, follow up the deployment work regularly to understand the actual performance of the deployment personnel.

7. Do a good job in cross-regional deployment of household registration and temporary personnel relations.

Work norms: company deployment management norms, local personnel transfer laws and policies.

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There is too much content. I can upload you an organizational chart of the human resources department. I hope it helps you!