What do personnel mainly do?

1. Be responsible for the administrative management and daily affairs of this department, assist the general manager in comprehensive coordination among various departments, implement the company's rules and regulations, communicate internal and external contacts, ensure the release and reporting of information, be responsible for expediting, investigating and implementing the matters decided in the meeting documents, and be responsible for discussing and modifying the organizational system and work responsibilities of the whole company. 2. Human resource management and development (1), organizational structure design, job description, manpower planning and attendance management. (2) Recruitment and use: provide relevant information about job analysis, make the human resources plan of the department consistent with the organization's strategy, interview candidates to make the final decision on employment and appointment, make decisions on promotion, transfer, reward and punishment and dismissal, prepare job analysis and job analysis, and formulate human resources plan. Through these, the "personnel" within the enterprise can adopt scientific methods to arrange employees to suitable positions according to job requirements and realize human resources. (3) Remuneration for work: formulate a reasonable remuneration and welfare system, reward employees for their work and reward them according to their work, and affirm and guarantee employees' work achievements through remuneration, insurance, welfare and other means. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance. (4) Training and development: There is no doubt that the current market should be the competition of product quality, in the final analysis, the competition of talents and the overall quality of enterprises. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise, pursue all-staff Excellence and people-oriented management. Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for the development of employees, standardize the guidance of on-the-job training development, improve employees' behavior and reach the expected standards through training development. (5) Personnel assessment: mainly responsible for job assessment, satisfaction survey, research on job performance assessment system and intention evaluation system, formulate disciplinary reward and punishment system, and formulate performance assessment standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the operating efficiency of enterprises. 3. Be responsible for the revision, formulation, inspection and supervision of the company's rules and regulations. Using the management mode of combining rigidity and flexibility, we should formulate a set of management system that conforms to the enterprise itself, and use the profit-oriented organizational system to forcibly conduct command, control, command and rigid management to achieve the goal. 4. Responsible for general management, without logistic support, it is impossible to ensure the stability and normal production. First of all, we should formulate relevant systems to strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets, sanitation, environment and vehicles. 5. Security Strengthen the management of personnel access, official visitors, vehicles access, fire safety, anti-theft and disaster prevention, and occupational safety protection. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a safe and peaceful working and living environment, and ensure the safety of life and property of employees. 6. Emphasizing the enterprise spirit and establishing the company's corporate culture can not only reflect the strategic objectives, group consciousness, values and ethics in the company's production and operation activities, but also condense employees' sense of belonging, enthusiasm and creativity, and guide them to work hard for the development of enterprises and society. At the same time, corporate culture also has two binding forces, one is hard binding force and system, the other is soft binding force and intangible, that is, active corporate cultural life, good living environment and amateur culture. 7. Shaping corporate image (1) and corporate spirit image has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise. (2) The corporate environmental image is the premise and foundation for the smooth production and operation activities of enterprises, because it creates a good corporate environment, and fully understanding the characteristics of the corporate environment is the basis for creating a good corporate environment. (3) Enterprise employee image formulates employee daily behavior norms because good employee quality and image are important elements of corporate image and the concrete implementation of corporate culture. Employees' good appearance, manners, work ability, scientific and cultural level, mental outlook, work efficiency, etc ... >>

What does the personnel department mainly do?

Hello, we are colleagues. The main work of the personnel department is the documents such as personnel registration, employment promotion, resignation registration, recruitment, training, performance appraisal, visiting reception and meeting arrangement. , are trivial things. Just now, I felt that things were too trivial and I was busy with a headache. After a long time, I will summarize them, calm down and arrange things well. It will be much better to do it. It should be noted that. Believe in yourself, you will do well only if you are diligent and careful enough.

What should the personnel department do?

I. Staff recruitment

1, drafting of job advertisements.

2. Report to the Personnel Bureau for approval, publish job advertisements and determine the recruitment time.

3. Participate in formal recruitment and determine the interviewer.

4. Sign a probation agreement for the hired personnel.

5. Go to all departments to understand and assess the work of employees during the probation period.

6. Sign a formal labor contract for employees who have completed the probation period.

Second, staff training.

1, make a training plan.

2. Establish training content.

3. Arrange training personnel.

4. Participate in employee training assessment.

Third, the distribution of employees.

1. Assign trained and qualified personnel to jobs in different departments.

2. Be responsible for personnel transfer between departments within the company.

3. Evaluate the promotion and transfer of employees.

4. Handle the procedures of employee resignation, dismissal and transfer from the company.

Fourth, wages and benefits.

1, responsible for summarizing the monthly attendance records reported by various departments as the basis for salary settlement.

2 for the labor contract system employees to pay pension insurance, medical insurance and housing provident fund procedures.

3. Prepare monthly employee salary for financial salary.

4. Calculate the bonus payment.

Verb (abbreviation of verb) the implementation of the company system

1. Revision of the company's attendance system and the appraisal standards of employees in various departments.

2. Assessment and evaluation of outstanding employees and progressive employees in various departments.

3. Approve employees' various holidays, such as marriage leave, maternity leave and family leave.

Six, personnel files

1, the establishment of human resources.

2. Establish employee personal files.

3. Archive the employee probation agreement and labor contract, and record them in a unified number.

4, monthly payroll, pension insurance documents, housing provident fund statements, medical insurance and other documents filed.

What does the personnel manager mainly do?

Professional posts, under the leadership and supervision of superiors, regularly complete quantitative work requirements, and be able to handle and solve tasks independently; Implement the company's rules and regulations; Carry out the operation flow of various human resource management practices and the implementation of various rules and regulations, and cooperate with other business departments; Manage the labor contract, handle the recruitment and termination procedures; Implement the recruitment workflow, and coordinate the procedures of employee recruitment, entry, resignation, transfer and promotion; Responsible for the management of human resources related documents and files. Qualification 1, college degree or above in human resources or related major; 2, familiar with the operation process of human resources management, familiar with the national labor and personnel laws and policies, and can be used in practice; 3. Have a good professional ethics, be practical and steady, work carefully, have a strong sense of responsibility, have strong communication and coordination skills, and have a team spirit; 4. Skillful use of related office software.

The company's personnel department generally does the finer the better!

Personnel and administration are synonymous with occupation, and personnel mainly include human resources (human resources planning, recruitment and allocation, training and development, salary and welfare management, performance management, labor relations management) and corresponding affairs of * * * departments; Administration mainly includes logistics work (canteen, dormitory, cleaning, fire control, safety, etc.). ) and the corresponding department affairs. The main tasks are as follows: 1. Responsible for the administration and daily affairs of the headquarters, assist the general manager in comprehensively coordinating various departments, implement the company's rules and regulations, strengthen supervision and inspection of all work, communicate internal and external contacts, ensure the release and reporting of information, supervise, investigate and implement matters decided in the meeting documents, strengthen external contacts, expand public relations business, discuss and modify the company-wide organizational system and work responsibilities, and manage the company's vehicles. Second, human resource management and development 1, organizational structure design, job description, manpower planning, attendance management. 2. Recruitment and use: provide relevant information about job analysis, make the department's human resources plan consistent with the organization's strategy, interview candidates to make final employment and appointment decisions, make decisions on promotion, transfer, reward and punishment and dismissal, prepare job analysis and work analysis, and formulate human resources plans. Through these, the company can make people and things fit each other, that is, adopt scientific methods and arrange employees to suitable positions according to job requirements. 3. Remuneration for work: formulate a reasonable salary and welfare system, pay according to work, reward according to merit, and affirm and guarantee employees' work achievements through salary, insurance and welfare. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance. 4. Training and development: There is no doubt that the current market should be the competition of product quality, in the final analysis, the competition of talents and the overall quality of an enterprise. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise, pursue all-staff Excellence and people-oriented management. Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for employee development, standardize the guidance of on-the-job training development, improve employee behavior and reach the expected standards through training development. 5. Personnel assessment: mainly responsible for work assessment, satisfaction survey, research on work performance assessment system and satisfaction evaluation system, formulation of disciplinary reward and punishment system, and formulation of performance assessment standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the operating efficiency of enterprises. Three. Responsible for the revision, formulation, inspection and supervision of the company's various rules and regulations. With the management mode of combining rigidity with softness, a set of management system that conforms to the enterprise itself is formulated, and the command, control, command and rigid management are forced by the rights and organizational system to achieve the goal. 4. Responsible for general management, without logistic support, it is impossible to ensure stable and normal production. First of all, we must formulate relevant systems; , strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets and environmental sanitation. V. Security Strengthen the management of personnel access, official visitors and vehicles access, fire safety, theft prevention and occupational safety protection. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a safe and peaceful working and living environment, and ensure the safety of life and property of employees. The intransitive verb emphasizes the spirit of enterprise and establishes the corporate culture of the company, which can not only reflect the strategic objectives, group consciousness, values and moral norms in the company's production and operation activities, but also condense the sense of belonging, enthusiasm and creativity of employees and guide them to work hard for the development of enterprises and society. At the same time, corporate culture also has two binding forces, one is hard binding force and system, the other is soft binding force and intangible, that is, active corporate cultural life, good living environment and amateur culture. Seven. Create corporate image 1. The image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, which can increase employees' trust, pride and honor in the enterprise. 2. Corporate environment image Because creating a good corporate environment is the premise and foundation for the smooth progress of enterprise production and business activities, and fully understanding the characteristics of the corporate environment is the basis for creating a good corporate environment. ......& gt& gt

What does the personnel Commissioner mainly do?

Well, that depends on which one it is. The total personnel is divided into six parts, including attendance, employee relations, information, salary and so on.

In the past, anyone who did personnel needed to know and be able to work in these six sectors, but it was impossible for a person to do all this. Unless it is a small company, the whole company only needs a personnel Commissioner who can teach it. Take social security as an example, there are many dealings with the Social Security Bureau, that is to say, after signing a formal contract with employees, employees need to pay social insurance such as pension and career in accordance with the labor law. It depends on the type of work and employee's household registration. It's actually quite simple. There is a system and a process, just follow it, and you can ask around if you have any questions. As for employees' information, if you want to get paper files, the company needs electronic files. You should input the electronic file and then save the paper file. Relevant information should be kept, which depends on the company's regulations. Resign. It's impossible to help you do it every day, so ask an old employee or someone from the Social Security Bureau. Everything will not be difficult, you can take it step by step, so you will break through one by one, and I believe you will do well. In addition, if you want to know more about the functions of several staff members, you can search online.

What exactly does human resources work do?

When you start to do human resources, you usually do some operational work, but in many enterprises, human resources can only be combined with administrative intelligence.

The work of a general human resources specialist or personnel assistant includes: making employee files, going through entry and exit formalities for employees, updating social security information in the Social Security Bureau every month, searching resumes online, convening interviews, recording employee attendance, recording rewards and punishments, responding to employee complaints (simple reply), and assisting superiors in their daily work (printing materials, distributing materials, reviewing documents, etc.). ), and convene staff training.

To put it bluntly, I just started doing odd jobs and learning basic work. After one or two years, according to everyone's achievements in different fields, each module can be developed or integrated.

What does the personnel department do? What's the use? What do you have to know to work there?

From the perspective of our company, personnel, as the name implies, is responsible for personnel. Personnel recruitment is only one of the responsibilities, as well as personnel training, employee attendance, employee salary and bonus calculation, as well as various matters related to some government departments, such as archives department, labor department, provident fund management department, etc., which are all related to the vital interests of employees, such as bonuses, pension, medical insurance, etc. Of course, an employee can't do many things, and there is a division of labor within the department. For example, those who are responsible for employee recruitment and training will not do employee attendance.

What do administrators mainly do? (Distinguish between administration and personnel)

Administrative position: 1. Daily office affairs management (1) plans, organizes, coordinates and controls all kinds of daily office affairs of enterprises.

(2) Organizing and coordinating meetings, recording and conveying meeting contents, and assisting in establishing office automation system.

2. Office supplies and equipment management (1) is responsible for formulating the procurement, storage, distribution and use system of office supplies and equipment.

(2) Responsible for the procurement of office supplies and equipment.

(three) the storage, distribution and use of office supplies

(4) Daily maintenance and fault repair of office equipment. Computer and network equipment failures are generally repaired by professionals.

3. Document management (1) Management of seal letters and drafting, collection, communication and processing of documents and official documents.

(2) filing, keeping and borrowing of various files, books and periodicals of the enterprise.

(3) Keep documents and internal data confidential.

4. Vehicle management (1) Office vehicle dispatching management

(2) Arrange the annual inspection, regular maintenance and daily maintenance of vehicles.

(3) Conduct daily management such as safe driving education and attendance for drivers.

5. Personnel daily affairs management (1) Personnel management such as employee attendance, attendance statistics, reports and analysis.

(2) Management of employee welfare, safety, health care and hygiene.

(3) Organize employees to carry out various forms of activities.

6. Logistics support affairs management (1) Environmental greening, sanitation and property and employee safety management of enterprise factory and dormitory.

(2) the daily management of enterprise staff canteen and dormitory.

(3) Maintain the normal operation of water, electricity and other power systems and the maintenance of related facilities.

(4) daily safety and fire control management of enterprises

7. Foreign Affairs Management (1) Management of visitor reception, including reception at the front desk, visitor registration, farewell, etc.

(2) Corporate external publicity and public relations liaison.

(3) Take the lead in organizing the Crisis Management Committee to formulate a crisis management plan.

8. Legal affairs management (1) reviews the legality of contracts and protects the legitimate interests of enterprises.

(2) Assist in handling daily legal affairs and managing contracts.

(3) to participate in the negotiation of major cooperation projects and major business projects of enterprises.

(4) Acting for related cases

Personnel responsibilities: 1. Implement and improve the company's personnel system and plan, training and development, performance appraisal, employee social security benefits and other aspects of management;

2. Organize and assist all departments in recruitment, training and performance appraisal;

3. Implement and improve relevant policies and processes such as employee entry, employment confirmation, resignation and resignation;

4. Personnel information management and employee file maintenance, employee salary and welfare accounting, etc.

5. Daily work of other personnel;

What does the personnel manager mainly do?

Interviewing the personnel manager should be very careful, because anyone who has the confidence to interview is an "interview expert". What they usually do is to interview other people's jobs, so the general questions are not difficult for them.

In order to prevent him from becoming an interview expert, you can conduct a series of evaluations on him, such as the handling of some unexpected events, some psychological tests (psychological quality is very heavy and can be evaluated), evaluation centers, personality tests, intelligence tests, work simulation tests and so on.

Give an example of evaluation:

Everyone in the company is recruited in a room with only one chair and one table (recruiters are all sitting in chairs)

The first one to come in is the master. The recruiter said, please sit down. The master said, no, we stand and talk.

The second person who came in was a young man with five or six years' experience. The recruiter said, please sit down. The young man said: Your company has no tables and chairs, so how can we sit? You can only stand.

Third, a fresh graduate came in. That's what the recruiter said. The fresh graduates said: Yes, you can move a chair outside and sit down for an interview. The recruiter said, yes.

If you were a recruiter, who would you hire? Why?

I suggest you check online. There is an article called "Effective Recruitment Interview Skills", which may be useful to you.

I wish you success!