Practice experience of enterprise personnel specialist

Personnel practice is an important way for us to understand the current situation of human resource management and deepen and consolidate professional knowledge such as labor law and contract law. What are your experiences during the internship? The following is the "Practice Experience of Enterprise Personnel Commissioner" compiled by me for your reference only. Welcome to read it.

Internship experience of enterprise personnel specialist (1) For me, the half-month winter internship is a very important exercise opportunity. Because I can only learn theoretical knowledge from textbooks at ordinary times, I certainly cherish such practical opportunities. I hope to learn some knowledge that books can't learn through practice and accumulate practical experience to lay the foundation for future work.

Due to the lack of practical experience, I don't know much about human resource management in private enterprises. In order to adapt to the environment more quickly and carry out my work better, I pay special attention to strengthening the study of professional knowledge, adhere to the idea of "learning from colleagues and books", constantly improve my professional level, and make up for my lack of professional knowledge structure and lack of experience. Every colleague in the enterprise is my teacher, and their rich experience is my precious wealth and the source of my continuous learning. To this end, I actively consult my colleagues and predecessors around me, humbly absorb their valuable experience, and take their work ideas, words and deeds, work procedures and work methods as examples to standardize and correct my own shortcomings in methods and ideas. On the other hand, through the systematic study of business knowledge such as the development and management of human resources in enterprises and the practice of party affairs management in private enterprises, we strive to master the work content related to the main bridge project of enterprises and be familiar with the workflow.

This practical experience made me find the gap between theory and practice: I was eager to try as soon as I set foot on the society, because the knowledge I usually learned can finally come in handy. However, in practice, I found that I actually only looked at the basic theory, which had no development potential and was not integrated into the enterprise. Schools master the ideas and methods of observing, analyzing and solving problems mainly through learning. I found that as a human resources worker, I should be familiar with the national laws, regulations and policies on personnel and labor, master the latest human resources theory and technology, have the qualities of some strategists, and the most important thing is to be able to concretize what I have learned according to the changes in the external environment and the actual situation of enterprises. Because the aging speed of knowledge is faster and more complicated, it accelerates the change of the external environment of enterprises, and continuing learning in society is the combination of theory and practice. What we have learned in college classes is theoretical knowledge, and the analysis of many cases is not true enough, which will lose practical significance. In the work of human resource management, if many schemes are done with the theoretical knowledge of universities, they will not be implemented in the end, or even be completely rejected.

We should study business knowledge seriously and strive for good results in our work. To become a qualified enterprise manager, the first condition is to become a business backbone. For me, the first task is to learn and master business knowledge skillfully, and always put a positive working attitude, a high sense of responsibility and the spirit of seizing the day into my work; While strengthening the study of business knowledge, we should do our job in a down-to-earth manner, guard against arrogance and rashness, and strive to make outstanding achievements in our job.

We should foster strengths and avoid weaknesses and constantly improve ourselves. To know yourself correctly, we should not only carry forward our own advantages in our work, but also face our own shortcomings objectively, pay more attention to training our adaptability, coordination, organization and creativity, and keep making progress in our work.

China is rich in human resources, which is a valuable asset for building a socialist modernization power, but there is still a big gap between China's human resources management, especially that of enterprises, and western developed countries. How to improve the management of human resources, give full play to the efficiency of the use of human resources, so as to achieve the sustainable development of human resources, has become an important issue facing every enterprise.

Unconsciously, a month has passed, and this time is really happy. I learned more about human resources and extracurricular knowledge. This process is worth remembering. This is not only a good opportunity for our college students to understand the society, but also a good opportunity to improve themselves, which is very conducive to adapting to the society.

Internship experience of enterprise personnel specialist (II) The human resources department is mainly composed of attendance group, personnel recruitment group, employee relations group and training and development class. My main job responsibilities are to be responsible for recruiting ordinary workers and assisting in recruiting non-ordinary workers and training new employees, as well as handling the entry procedures for some new employees, signing and sorting out personnel information and contracts, and inputting them. Generally speaking, it is some complicated and trivial basic personnel work.

Let me talk about the recruitment of general workers that I am mainly responsible for. Factories are basically recruiting people all year round, and so are most factories. Because a large number of employees resigned or asked for leave years ago, the production line in the factory was seriously short of people after the year, and a large number of people needed to be added. Especially in February and March after the Spring Festival. Basically, every factory has a large number of jobs, and a large number of recruitment publicity materials and advertisements have been produced in the factory. Every day, I will go to areas with large traffic (such as squares and subways) to set up stalls and issue recruitment brochures. I recruited nearly 100 people every day, and I really had to work overtime every day during that time. The factory also encourages employees to introduce relatives and friends to the factory. The staff in the factory introduced people to the construction site, and the introducer could get the 300 yuan referral fee as long as he worked for three months. The employees in the factory are highly mobile and have a high turnover rate. Basically, there are departures every day and recruitment every day. You have to go through the formalities of resignation and entry every day. And so are several large factories nearby. In view of this problem, I think the factory should take measures to improve it. Try to retain old employees and reduce the turnover rate. It can not only reduce the cost of factory recruitment and training, but also save time and manpower, financial resources and material resources. The factory is also aware of this problem and seems to attach great importance to it, and has made a lot of efforts in this regard. But it didn't work, and some of them miscarried halfway for unknown reasons. Recently, I am doing an employee turnover rate survey and a new job counseling competition. But it seems to be formalism again. The result is worrying. Investigation on the reasons for leaving a job Every time an employee leaves a job, he simply asks, and then puts it aside, instead of looking for reasons on the spot and how to improve. The same is true of the new employment counseling competition, which started with great fanfare and ended quietly, with little effect. Most employees who left the factory were asked why they resigned, because they felt that they had no development and their wages were low. The wages in the factory are in accordance with the provisions of the labor law, and wages will certainly not rise easily. So it's no use asking. Through my internship for nearly half a year. I want to talk about my own views on how to retain employees and reduce the turnover rate of factory employees, and what the human resources department should do.

First of all, factories should pay more attention to employees and embody humanized management. Pay more attention to the work and life of employees, increase their sense of belonging, and feel that they belong to this big family and are an important member of this company. Let employees be proud to work in this factory, just like xx employees. When asked where you are from, every employee's answer is the same, "I'm from xx". Of course, Haier is a famous enterprise, and we really can't compare with it now, but it is also the direction we should study and work hard. People have feelings, not material people. In fact, sometimes non-material incentives are more effective than material incentives. The factory has also made efforts in this regard, and often holds some holiday parties and entertainment activities. But did these really impress the employees? Has it penetrated into the hearts of every employee? Every month, the list of employees who celebrate their birthdays this month will be published, and you can go to the employee relations group to get birthday gifts. Birthday gifts are small objects (such as desk lamps, umbrellas, etc.). ) That costs more than ten dollars. I think this may make employees feel very happy at first, but after a long time, it becomes a routine and becomes accustomed to it. Sometimes some projects are not needed by employees. To give employees a sense of belonging, we must make employees feel that they are very important, and the company attaches great importance to themselves. I think companies can use employees' birthdays to let company leaders interact with employees. Gather the employees who celebrate their birthdays this month and celebrate their birthdays with the leaders. Take photos with employees instead of leaders, eat birthday cakes together, share the joy of birthdays and enhance feelings. As subordinates, employees may be more moved. Work that can motivate employees to work hard; It can also make the leaders who are usually above the top better understand the voices of employees. Improve communication between superiors and subordinates.

Secondly, many old employees leave because the salary of new employees is higher than their own, which is also a major defect of factory salary and welfare. Apprentices are paid more than masters. Of course, master felt unfair in his heart, so he wouldn't tutor his disciples with his heart. So in the end, many excellent old employees left their jobs because of low wages, and some new employees could not adapt to the work because of the poor attitude of counselors. Therefore, the factory should design scientific and reasonable salary and benefits, and encourage old employees to actively coach new employees. Give spiritual and material rewards to old employees who perform well. For example, the title of excellent counselor is awarded, posted on the honor list of the factory, and bonuses are given to excellent counselors. For the guidance of new employees, human resources departments should also actively participate, such as induction training for new employees, so that new employees can know as much as possible about their future work content and environment. Not just explaining the company's factory rules and regulations. Many new employees just signed contracts and participated in training with a try attitude. When I was officially assigned to the production line, I found myself unable to adapt to the environment there and left my job. This wastes both the company and the employees' own resources and time.

Finally, a very important reason for the high employee turnover rate is that the right person has not been recruited and put in the right position. The demand in the factory is large, and the conditions are reduced during the peak recruitment period. It can be 18 to 45 years old, or even 17 years old, junior high school or even primary school, provided that you can recite 26 English mothers. Some people who are unfamiliar with their backs will also be hired. There's nothing we can do. The production line needs a lot of people, and we can't recruit so many people, so we can only make up the number. The production line staff is basically filled, and the recruitment requirements are also raised at this time. Junior high school education or above, technical secondary school and senior high school education is preferred, age 18 to 35 years old. The visual acuity is between 1.0 and 1.5. Do you really need such high conditions? When recruiting a large number of people, they recruited older people with junior high school education, didn't they also do well? Conditions have improved, and most of the recruits are from xx to xx, dyed with yellow-red hair, dressed in youthful and beautiful, unmarried beauty. I can't help but wonder if these young, independent girls will work in the boring and hard environment of the factory for a long time. As a result, many people leave their jobs because they can't adapt to the working environment and can't accept working at night. In this way, the vicious circle has come again, with a large number of recruits, low recruitment conditions, low recruitment season and improved recruitment conditions. The principle of recruitment is to find the most suitable person, not a showman. Therefore, as a recruiter, we should go deep into the production line, truly understand the nature of the position in the production line, and be suitable for the people in the position, instead of sitting in the office all day and following the framework step by step. Especially when the demand is small and there are many choices, you should choose according to the conditions (education, age, etc.). These seem excellent, but they are not necessary for the position. Don't forget, employers and job seekers are two-way choices, and job seekers with relatively good conditions have a wide range of choices. If the position you offer can't meet their needs, it will inevitably lead to the resignation of job seekers.

Nearly half a year's internship is over, although I have been doing relatively trivial work. I feel that I have learned a lot and matured a lot. I used to feel that I had a good grasp of this major. Understand and master the six modules of human resources and psychology. I think I already have the skills to engage in human resources work. I have always been interested in psychology, recruitment and performance appraisal. I think under the guidance of professional knowledge, I can apply it to my work well. I think I can definitely do my job well, and I think I am also very suitable for personnel work. I always wanted to be a human resource during my internship. When I really became a personnel assistant and did what I always wanted to do, I felt that there was a big gap between ideal and reality, between theory and practice. Basic personnel work is a relatively basic and trivial service work. When I first started working, I was still complaining that all I did was logistics work, with no technical content, which was different from the human resource planning, recruitment, training, performance appraisal, salary and benefits, and employee relations in book theory. It is useless to complain about what you have learned. After the internship, I found that it was not that I didn't need what I had learned, but that I was stuck in a rut and didn't know how to apply theory to practice. I was still a bookworm. There is also a kind of people with low mentality who don't want to do basic work. Just like when I first went to the internship, my colleague xx said, "Do your own thing first, don't think about it in one step!" I was really unhappy at that time, but now I think what she said is really true.

Finally, what I want to say to my younger brothers and sisters is that graduation internship or my first job may be very basic and trivial, especially for those of us who study human resources and want to work in human resources in the future. If your destination is the human resources director and the personnel assistant is your starting point, how can there be an end without a starting point? We should take our first job seriously and be a conscientious worker in the most basic position, so as to make seemingly trivial work not simple, even simple work will be rewarded, and attitude is very important. At the same time, theoretical knowledge is also very important. It is absolutely necessary to master the knowledge of this major. You know, you hate books when you use them!