These human resource management frameworks

1, familiar with the company's current basic situation, such as products, processes, processes, systems, equipment, marketing, production, procurement, quality and finance.

2. Communicate with the manager and above.

3. According to the current situation of human resource management in the company, put forward more suitable solutions and ideas.

Second, the organization and management:

1. problem: the organizational structure is unclear, the responsibilities are unclear, and there are overlaps or gaps between them.

2. Solution: Make clear the organizational structure and functions and responsibilities of each department, and carry out personnel and posts.

Third, strategic management: clear positioning, clear strategic development and business objectives.

Fourth, human resources planning:

1. Do all departments and positions in the company really need people, how many people are needed, and what people are needed?

2. Strengthen the reserve and selection of reserve talents.

5. Standardize the recruitment management system: it extends to the problems of inadequate employment mechanism, retention mechanism and corporate culture.

1, expand recruitment channels.

2. Improve the incentive mechanism to attract talents.

3. Intensify recruitment efforts for radical positions, such as campus recruitment and management position recruitment interviews.

4. Internal competition: workshop director and team leader.

Six, process management:

1, comprehensive management position recruitment management.

2. Senior position recruitment management.

3. Fresh graduates.

4. Skilled workers.

5, general workers.

Seven. Daily personnel management.

1, daily management of personnel files, monthly report of personnel dynamics.

2. Labor contract management: drafting and signing labor contracts, employment contracts, probation agreements, industry competition agreements and other texts.

3. Confidentiality agreement management.

4. Handling of labor relations: handling of employee rewards and punishments, labor disputes, personnel resignation (such as resignation), personnel labor disputes and employee dismissal complaints.

Eight, corporate culture construction:

1, rule by people: mainly emotional management.

2. Rule of law: establish enterprise rules and regulations, such as employee handbook.

A clarify the purpose and significance of system construction, what problems are mainly solved, including several steps, processes and forms, responsible departments and responsible persons, and division of labor and cooperation.

B system execution: how to effectively implement the system, the system maker should be the responsible department or the person in charge of the department, and the relevant departments will sign it and put forward suggestions for revision and then summarize it.

3. Mature stage: establish your own corporate culture. Clear the company's vision, clear the company's business philosophy and clear the company's core values.

Nine, the retention mechanism: career retention, institutional retention, cultural retention, emotional retention.

X. Salary management:

1, internal fairness, external competition.

2, linked to the department's operating performance.

3. Coordinate and solve the salary adjustment schemes of various departments.