How does human resources work?

Question 1: How should the human resources department carry out its work in a new company? 1. Clarify the company’s plan

Any work of the human resources department is carried out around the company’s strategic plan. If it deviates, it will lose its meaning. Therefore, it is necessary to communicate with the company's top leaders, clarify the company's strategic plan, and establish the organizational structure, rules and regulations.

2. Clarify the company’s goals for the year

The company’s strategy may be very big and long-term, but the human resources department must be based on the present, so that the company can start running immediately and achieve the goals of the company. current goals.

Determine staffing and salary levels based on goals.

3. Construction of the Human Resources Department:

1. Recruit personnel in strict accordance with the quality requirements of human resources positions.

2. Conduct training according to the six major modules of human resources, and divide positions according to the characteristics of each person.

4. Steps to carry out human resources work:

1. The Human Resources Department will cooperate with various departments to conduct job descriptions and job analysis for all positions in the company, and make accurate job competency requirements and Reasonable salary and treatment standards.

2. Determine the recruitment channels for each position and use different recruitment methods between different positions to achieve the purpose of being fast, efficient and saving money.

3. Establish a reasonable and efficient training system:

(1) Provide pre-job training before new employees join the job to reduce the error rate and turnover rate after taking up the job.

(2) Strengthen on-the-job training and improve training for on-the-job personnel, improve business capabilities and management ideas, supervise the training process, and make effective comments and reports on the training results to ensure that the process is effective , the results are real.

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Chicken 4. Establish a performance management system:

(1) After determining the job responsibilities and salary, determine the employee’s job through performance appraisal situation.

(2) On the basis of performance appraisal results, intensive training will be provided to address deficiencies in the work, so that employee capabilities and corporate competitiveness can be improved as a whole.

(3) Carry out long-term and short-term career planning for employees with outstanding performance appraisals, and promote outstanding employees through a competitive recruitment mechanism.

(4) Strengthen the reward and selection mechanism for outstanding employees and strengthen the company’s talent reserve.

5. Continuously adjust the system, salary, personnel requirements, assessment system, etc. based on the assessment results and the company's development.

Question 2: How does HR carry out its work in a new company? I attended a peer party a few days ago and met a man whose zodiac sign resembles mine. We are both monkeys. This man joined a private enterprise in Wenzhou a year ago. The current management of the enterprise is relatively weak, the old employees are old-fashioned, and the company is relatively large, but the profits are not high. While eating, the man said that work in his current company was not going well, and his irritability was palpable. Specifically: 1. He wants to advance some work, and his boss agrees with his ideas, but he thinks that the boss's actual support is not enough, which leads to the boss's veterans not cooperating and many tasks cannot be implemented. 2. According to his understanding, he thinks that the boss needs to change his working ideas and methods. He is very anxious, but he feels that the boss is not anxious. He said: I have helped my boss think about it, and I have all the methods and measures. I have calculated it for him. If the company is not making money, it must change it immediately. 3. He said: The reason why I joined this company at that time was because the boss said he wanted to reform, but it seems that is not the case now. The boss is too slow to act. I have been in this company for more than a year and I can't afford to wait. If there is no change within the year, I will leave. After hearing this, we all advised him to be more patient, to face the reality, or whether the boss had any difficulties, to understand the boss more, etc. But I thought to myself, this is really a typical case where HR is a little acclimated to working in a new unit. So how does HR carry out its work in a new unit? Let me share a few of my humble opinions: 1. When arriving at a new company, you must first carefully understand all aspects of the new company: corporate culture, institutional system, business processes, and corporate work style. , and at the same time understand the company's ecological environment and interpersonal relationships. Don't rush to change or reform. You must first truly understand the company's situation, not just a superficial understanding. Ren Zhengfei once responded to a new employee who wrote a "ten thousand words letter" on Huawei's business strategy after not working for a few days: If this person has mental illness, it is recommended that he be sent to the hospital for treatment; if he is not sick, it is recommended that he be fired. Jack Ma also wrote an article a few days ago saying that new employees within one year of employment are not allowed to make major company-level suggestions. The approach of the two people just shows that it takes time for new employees to truly understand the company's situation. It is often impossible to truly grasp the lifeline of the company in a year and a half, and it is meaningless to fail to bring actual changes and reforms to the company. 2. Be clear about yourself: what to do and what to do first; what you can do and what you cannot do; what step you should take care of and what you should not take care of. Don’t just stand from your own perspective or just the matter itself, but look at the problem from the boss’s perspective and from a comprehensive perspective. Sometimes you blame your boss for not being supportive or not supporting you enough. It’s probably because you don’t understand the boss’s difficulties and are involved in many aspects. factor.

In a word, sometimes things may not be as simple and taken for granted as you think. 3. It is good to want to do more things, and it is understandable to want the company to do well, but remember not to overstep your authority or cross the line. You must know your position. Some things are not yours to worry about. Especially in China, the hierarchy between upper and lower levels and the distribution of power among different departments are more sensitive. Do not let your bosses and colleagues think that your unintentional actions are intentional. 4. Be patient and not impatient. Especially companies with complex internal environments and conservative cultures must be prepared for a long-term struggle. They cannot give up or be too explosive after hitting a snag. They must learn the skills of struggle. . 5. If the interpersonal relationships within the company are complicated and there are factional disputes, etc., be sure not to get involved and do things honestly. Yu Minhong of New Oriental said: "Someone asked me what to do when faced with the complex interpersonal relationships in the company? My answer is: There are interpersonal relationships everywhere. As long as your heart is simple, keep everything simple and do what you think is right. Don't get involved in right and wrong, do what you think is right, and don't do things that go against your own principles to cater to others. Get along well with your colleagues, don't talk about others behind their backs, and the more you praise others, the more you can be a good person. Do things." 6. Take advantage of the situation, whether it is the boss's situation or the employees' situation, and turn the work you want to do into what the boss wants to do or what all employees want to do. Human resources work can be divided into skills, ways and potentials. Technique refers to how to do it, which refers to the specific working methods; Tao refers to why you should do it and what to do, which is the idea and plan of the work; Shit refers to when to do it. Doing things in an enterprise cannot be divorced from reality and must choose the most appropriate time. Only by doing the most appropriate thing and taking advantage of the situation can it be effectively implemented. I think the above insights can also be used as a reference for new employees in other positions to carry out their work in new units. I hope it can provide some reference value.

Question 3: How does the human resources manager carry out his or her work? 1. First understand the working conditions, systems, and related key points of each module;

2. Understand the company’s overall human resources strategic plan, and The company's future use of talents;

3. Establish a human resources department to complete the configuration. Now it only has salary, performance, and training; it lacks important basic modules: recruitment, employee relations; employee relations are very important for a company of 800 people. It is an important infrastructure construction link; in addition, the market for sales and technical support personnel is highly mobile, and without a recruitment module, it is difficult to ensure the replacement of personnel and the increase of personnel required by business changes;

4. For existing manpower Organize the resource process and understand the operation status of each module;

5. Carry out the promotion of corporate culture work, strengthen the cohesion of the company as a whole, and create the company's own temperament and cultural atmosphere;

6. Establish an employee communication mechanism to communicate and understand existing employees. Find problems and solve them;

7. Strengthen the effectiveness of training;

8. Understand whether the salary structure is reasonable and match the existing structure with the enterprise;

9. Understand the effectiveness of performance management. For production and processing enterprises, performance basically belongs to quantitative management. How to effectively apply and carry out the company's overall performance appraisal is an important topic in the HR industry;

( The above is based on personal work experience and is not a standard answer)

Question 4: How to do a good job in human resources management? I don’t think so! In fact, what is valuable is people, not talents. Tang Jun's talents can be seen all over China, which covers an area of ??more than nine million square kilometers, but there is only one Tang Jun like him in the world. Therefore, when talking about human resource management, we must start with people. I believe that doing a good job in human resources must be people-oriented.

One party cannot find a satisfactory job, and the other party cannot find satisfactory talents. In a world where talent is ridiculously expensive, the “hiring dilemma” has become a common problem today. At this time, the importance of human resources becomes highlighted.

In fact, talents are all around you! Many experts have mentioned that hiring should be based on the right people, rather than necessarily pursuing very cutting-edge talents. Therefore, selecting and utilizing good people is not only a problem for bosses, but also the human resources department should play an important role.

The situation of human resources departments in private enterprises

The survey found that, except for larger enterprises, many owners of small and medium-sized enterprises still only understand the human resources department as ordinary personnel. Department, or even the status of a job position under the administrative department, they think it is just about hiring some people and firing some people. There are many companies of this type. Small companies and trading companies generally do not have human resources departments. So why do these situations exist? I think there are two reasons. One is the quality of the business owner himself; the other is the cost and management of establishing a human resources department.

Mr. Liu Shuanggang, assistant to the chairman of Fujian Xintai New Material Technology Co., Ltd., believes that in the traditional sense, the human resources department is mainly engaged in recruitment, training, employee development, salary and benefit design, etc., but with the modern Enterprises have increased their work requirements and expectations for the human resources department, and the external conditions have gradually been met for the transformation of the department's role. Of course, this has a lot to do with the fact that the human resources department itself is not satisfied with simple administrative functions.

He believes that the role of human resources departments in the coming century will change to a strategic partnership in corporate management. But looking at the current reality, there is still a long way to go for the human resources department to finally complete this transformation.

It is understood that the human resources department of the group is mainly divided into two major parts: functional departments and business departments. Within the functional department, there are eight major functions including recruitment, training, salary and benefits, organizational development, information system department, employee relations, security department and employee services; the other large part is within the business department, and the human resources department in the business department is mainly responsible for According to the development status of this business department, we will formulate corresponding human resources solutions.

In this survey, the author mainly focused on small and medium-sized enterprises. However, there are not many companies like Xintai Group that have established human resources departments. The end of the survey showed that private enterprises in our province should strengthen their understanding and cultivation of human resources.

The role of the human resources department

To do a good job in human resources management, you must first know the responsibilities and functions of the human resources department. In this survey, the author found that many managers of human resources departments do not know the responsibilities and functions of this department.

I believe that the human resources department is an important part of the modern corporate functional department. With the advent of the knowledge economy, human resources have become one of the core resources for enterprise competition. In the globalization and highly market-oriented resource allocation, in order to establish the core competitiveness of enterprises, the role of the human resources department is very important and must break through the traditional meaning. process functions, become a strategic partner of the enterprise, and implement strategic management functions.

Key points of human resources management

To do a good job in human resources management, we must mainly achieve the following points: first, training; second, performance appraisal; third, establishing a good enterprise culture and cultivate employees’ sense of identity.

Training is an indispensable part of human resources management. Whether they are new employees or old employees, unifying their minds and keeping pace with the times are part of the requirements of corporate management. In this survey, a manager of a private enterprise pointed out that although training is only a part of enterprise human resource management, it plays a core role in cultivating and strengthening capabilities, and has gradually evolved into an important part of the implementation of enterprise strategy. One ring. Scientific training will continuously improve the personal skills of corporate managers and employees, help them adapt to rapid changes in the technological and economic environment, improve their ability to handle newer and more challenging tasks, and lay a solid foundation for the realization of corporate strategic goals. He believes that to do a good job in training, we must first conduct a training needs survey on the trainees. It is best to design a questionnaire, or you can communicate directly with the trainees as a supplement to the needs survey. Only in this way can we be more targeted and avoid training misunderstandings.

Performance appraisal is one of the main measures to promote work efficiency and reduce internal friction. Regarding performance appraisal, many companies currently believe that not only...>>

Question 5: How to do a good job in human resources? If you want to do a good job in human resources work, ask your leader for instructions. After fully understanding the leader's intention, just do it as the leader says. The satisfaction of the leader is your greatest success. If you really want to do a good job in human resources work, you must first understand the nature of the company, find suitable candidates for the company, and keep files for future reference when you meet good candidates. Another source of senior executives is headhunting companies, and you need to establish business contacts with them. Within the company, we must do a good job in employee promotion channels and make plans for the progress of each employee. We will vigorously carry out employee training and do a good job in internal competition and recruitment. Understand the changes in the company's demand for talents and provide qualified talents to needed positions at any time. Set up positions as needed and do a good job in preparing employees for dismissal. These are the main contents of human work. Speaking from experience.

Question 6: How to successfully be a human resources personnel Reprinted

What abilities are needed for human resources management

1. Mental health quality

A successful manager should be able to adapt to ever-changing things, have strong psychological endurance, and have good mental health qualities. In the face of various pressures, you must be firm-willed, not afraid of pressure, and fearless. You must also be open-minded, regardless of personal gains and losses, and be able to tolerate and forgive the mistakes of others. Only by facing new situations and new problems that may arise in human resource development and management with good mental health quality can we adjust our own mentality from time to time and accurately judge the psychology of others. In addition, human resource managers also involve an important aspect, that is, how to use scientific methods, stand from a fair standpoint, and objectively and accurately position the character and ability of talents to ensure the effectiveness of talent selection and recruitment. and success.

2. Professional knowledge and quality

As human resources management becomes more and more difficult, its degree of specialization and knowledge are getting higher and higher. Managers are required to have more professional knowledge: ontology knowledge, information knowledge, humanistic knowledge and practical knowledge, etc.

Only by being proficient in the professional knowledge of human resources management, knowing people well, appointing people wisely, appointing people on their merits, and seeking the best combination of people and things can we gain the respect and trust of leaders and employees and be effective in human resources. In development and management, everyone has room to display their talents, so as to achieve the purpose of overall promoting the coordinated development of human resources development and management.

3. Management ability and quality

In addition to professional knowledge and skills, human resource managers must have management ability and quality as another business basis for their work. As a manager, having qualified management ability and quality is the most basic and important requirement for him. The management ability and quality of a human resources manager has some of its own characteristics. The quality focuses on comprehensive management ability, writing ability, and language expression. Ability, observation and judgment ability, communication and coordination ability, pioneering and innovative ability, computer operation ability, etc.

1. Comprehensive management capabilities

The content of human resource management requires the cooperation of various functional departments to implement it, and information feedback is provided through various functional departments in order to understand the situation at any time and make timely adjustments. ideas. This special function of human resources management determines that other functional departments are your service targets. Human resource managers should establish a good service awareness and provide high-quality services to all employees of the hospital. In addition, human resource managers are also responsible for inspecting and supervising the labor and human resources management work of various functional departments. This is a job that is extremely closely related to people's interests. It is highly mass-oriented and sensitive. It is necessary to actively guide various functional departments to correctly understand the company's various human resources management systems and policies, and ultimately achieve a common understanding, as much as possible. Avoid a passive situation in which superior policies and systems cannot be implemented smoothly. Once disagreements arise, we should look at the big picture, do our work patiently and meticulously, strive to "seek common ground while reserving differences," minimize the adverse effects of conflicts, and work together to contribute to the development of the hospital.

2. Writing ability

Writing ability is a basic skill for human resources managers. The scope of writing tasks is relatively wide, including systems, announcements, press releases, public relations briefings, letters, relevant announcements, congratulations on congratulatory cards, etc. As the saying goes: "A document is like its person." The high quality of official documents is actually an external manifestation of the writer's inner qualities. It is not enough to just study writing skills and writing rules. The most important thing is to work hard to improve your overall quality. In written words, one must not only accurately express thoughts and opinions, but also accurately express attitudes and emotions.

3. Language expression ability

As a human resources manager who often has to deal with all aspects, it is necessary to have strong communication skills. You may have to use reports, letters, speeches, and conversations to express your opinions; you may also use smiles, nods, and pats on the shoulders to motivate your employees, and show them in various ways that you have seen what they have achieved; and You may need to take every opportunity to comfort the disappointed and grieving so that they can fully appreciate the support and care you express in your words and actions. Being good at communicating with people is always an essential quality for human resources managers.

4. Observation and judgment ability

The ability to observe and judge is crucial to the effectiveness of human resource management work and the human resource management status of the organization. First of all, you should have the concept of modern human resources management in your mind, combine what is happening around you with maintaining good personnel relations, and accurately... >>

Question 7: First time working in human resources How should management work be carried out? The development direction of the human resources profession

1. First make a personnel file for your company’s employees. If the boss wants to take out the file immediately, you can take it out immediately

2. Understand the salary system of each department

3. Regarding some factors of the company, decide whether to conduct online recruitment, job fairs, or campus recruitment.

4. Based on your company’s situation, make a performance appraisal plan suitable for the company.

5. Communicate with the heads of each department to understand the personnel recruitment plan and see whether to recruit or resign employees.

6. In recruitment planning, it is necessary to assume the turnover rate of each department. After the interview, reserve it. When the department head says who to recruit, you can take it out immediately.

7. Develop a training plan

8. Try to build corporate culture.

9. See if there is anything else that can be done.

Question 8: How to do a good job in human resources? Our school is a designated institution established with the approval of the Chengdu Municipal Labor and Social Security Bureau, specializing in professional qualification certification training for human resource management personnel. We have the ability and experience to provide you with high-standard, high-skill, and high-quality training. Since 2003, our school has held four training classes every year. The training features are delivered by those who participated in the compilation of textbooks and exam questions. On-site face-to-face teaching + remote satellite interactive teaching. (Teachers interact with students and can ask questions on the spot and answer them in real time).

The strong faculty team not only has a profound theoretical foundation in human resources management, but also has rich experience in training. We will provide you with highly targeted training based on examination standards, training materials, and improvement of test-taking abilities, striving to make you Cope with the exam easily! 1. Applicable objects: Professional managers who are working in enterprises and institutions or who are interested in engaging in human resources work. 2. Human Resources Manager application (1) Continuously engage in this profession for more than 1 year. (2) Have been formally trained by a Level 4 enterprise human resources manager in this profession for the required number of standard hours, and obtain a completion certificate. (1) Have been continuously engaged in this profession for more than 6 years. (2) After obtaining the Level 4 Enterprise Human Resources Manager Professional Qualification Certificate in this profession, work in this profession continuously for more than 4 years. (3) After obtaining the professional qualification certificate of the Level 4 Enterprise Human Resources Manager in this profession, work in this profession continuously for more than 3 years, receive the required standard hours of formal training as a Level 3 Enterprise Human Resources Manager in this profession, and obtain a completion certificate. (4) After obtaining a college degree certificate, continue to work in this profession for more than 3 years. (5) After obtaining the undergraduate degree certificate, work in this profession continuously for more than one year. (6) After obtaining a bachelor's degree certificate, undergo formal training by a Level 3 enterprise human resources manager in this profession, reach the required standard hours, and obtain a completion certificate. (7) Possess a master's degree. (1) Have been engaged in this profession continuously for more than 13 years. (2) After obtaining the third-level enterprise human resources manager professional qualification certificate in this profession, work in this profession continuously for more than 5 years.

Question 9: How to do a good job in corporate human resources? Hello, let me tell you from the perspective of a human resources manager.

1. First of all, if you are in a factory, you must understand the relevant processes of product production.

2. Have more contact with people at the grassroots level, so that you can better grasp what they want and what their shortcomings are

3. Everyone must have a good career development plan This is for sure. Otherwise, the brain drain will be very serious.

4. You must also understand the company's work process so that you can develop effective strategies for the company's reference.

5. At the same time, you must lead by example. For example, the plan you made stipulates that you must take the lead and do it well. Because if you don’t do it well, others will have reasons not to implement it.

Do a good job in the five aspects of modern enterprise HR management (human resources management): first, according to the required employee conditions determined by the enterprise's goals, through planning, recruitment, examination, evaluation, selection, and acquisition of the personnel needed by the enterprise . Secondly, through the effective integration of corporate culture, information communication, interpersonal harmony, and resolution of conflicts, the goals, behaviors, and attitudes of individuals and people within the enterprise can be aligned with the requirements and concepts of the enterprise, so that they can form a high degree of cooperation and coordination, and exert their full potential. Collective advantages, improve the productivity and efficiency of enterprises. Then, through a series of management activities such as salary, assessment, and promotion, we can maintain the enthusiasm, initiative, and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure the safety, health, and comfortable working environment of employees in the workplace to enhance employee satisfaction. , making it a safe and satisfactory job. There are also comprehensive assessments, appraisals and evaluations of employees' work results, work attitudes, skill levels and other aspects to provide a basis for making corresponding decisions on rewards and punishments, promotions, promotions, retention and other decisions. Finally, through employee training, job enrichment, career planning and development, we promote the improvement of employees' knowledge, skills and other qualities, enhance and bring into play their labor capabilities, maximize their personal value and contribution to the enterprise, and achieve The purpose of mutual development between individual employees and the company. How to do a good job in HR management 1: Recognition comes first. HR should use essence one before criticizing subordinates. The purpose of putting forward the employee's strengths first is to pave the way for criticism and relax the pressure and resistance before criticizing him. Remember: Even the most thoughtful people don’t like to be pointed out when they’ve done something wrong. First recognize 1-2 of his outstanding works and let him know that as a superior you appreciate him, and he will sincerely accept criticism. Otherwise, he will hold back his resentment. Two: Take responsibility for yourself. HR managers must have authority in front of their subordinates and must set an example by setting an example. Your words and deeds, appearance and clothing, private life, and how you treat your wife, children, etc. will all become topics of discussion among your subordinates. Sometimes you may feel that things are weird, but it is true that good things never go out and bad things spread thousands of miles. "Did you hear that? He beat his wife last week." Scandals like this will spread quickly. Therefore, as the boss of his subordinates, he must set an example, be consistent in his words and deeds, and be consistent in appearance and appearance. On the other hand, if the leader's behavior is not good, his subordinates will also not behave well. Three: Cultivate your own people. As an HR manager, the human resources work you manage requires strong support from your team. If you don’t have your own people around you, you will always be compromised when doing it. Cultivating your own people is not about forming cliques, it is about cultivating subordinates who can do things for you, charge forward, and have the ability to solve problems. You can tolerate his shortcomings, encourage him to do things confidently, and solve problems for you. If you trust him, you will have more opportunities to deal with other problems. Four: Use emotional intelligence to carry out work. People who work in human resources must have IQ, but they must also have emotional intelligence. HR manages with emotional intelligence at work, can communicate with others happily, handle emotions appropriately, and be liked by others.

In the American corporate world, most personnel managers believe that "IQ enables people to be hired, while EQ enables people to be promoted." In today's increasingly competitive market, the people who achieve the best results are often not those with high IQs, but those who can control their emotions. Five: Create a harmonious environment. Human resources managers should stay in the company, do it for a long time, do it steadily, and make most employees identify with you, and at the same time benefit from the management of human resources. HR should be good at creating an environment. If an enterprise or department has a harmonious and good soft environment, its members will have a positive work mentality and motivation. A harmonious corporate environment requires HR to establish a good communication mechanism, build a good organizational platform, and design a more humane management system. These have an impact on the behavior of managers and employees, especially work attitude, job satisfaction, and work performance. , motivation and creativity have a significant effect. Six: Become a crystal ball HR manager. ……>>

Question 10: The interviewer asked: If you were to carry out human resources management work, how would you let it be done? , "I" is the manager of the human resources department of a company. Since you are a "department manager", you must know the organizational structure of the "human resources department" and the manager's responsibilities, and at the same time implement various responsibilities into actual actions. A clear organizational structure followed by clear responsibility requirements is the basis for all management work. The responsibilities of the human resources department manager include:

(1) Plan the company's human resources strategy based on career development, develop human resources to the maximum extent, and enhance the value of the company's human resources;

( 2) Establish and improve the company's human resources management system and management system, and promote the implementation of the human resources management system and management system;

(3) Establish or improve the company's human resources management process, guide the deployment according to each Carry out relevant work according to the system and process;

(4) Establish a human resources information system and talent information database to improve the efficiency of human resources work;

(5) Establish internal and external work communication Coordination mechanism to ensure the smooth development of various human resources work.

As a human resources department manager, while clarifying your responsibilities, you should also be brave enough to assume your responsibilities.