Responsibilities of the Director of Personnel Administration

Responsibilities of the personnel administrative director (1)

1, responsible for organizing the annual administrative and personnel work plan of the Group.

2. Responsible for organizing the preparation of the company's rules and regulations and employee manuals, and assisting the President in setting and adjusting departmental responsibilities and post responsibilities.

3, according to the relevant national financial laws and regulations, supervise the financial work.

4. Supervisor attendance, performance appraisal, excellent employee appraisal, income-generating appraisal and post appraisal.

5. Establish a comprehensive evaluation system for employees, and review the employment, training and promotion of employees.

6. Be responsible for organizing employees to train and educate the company system.

7. Supervise the implementation of the company system in various departments.

8. Lead the application, annual review and management of the company's personnel qualifications and business qualifications.

9. Lead the annual review of the company's industry and commerce, taxation, statistics and enterprise codes.

10, take the lead in coordinating the work of industry and commerce, taxation, statistics, enterprise code, public security, labor insurance, social security, construction supervision and other units.

1 1, responsible for the relationship maintenance and work cooperation of government departments, associations and brother units.

12, responsible for organizing the formulation and implementation of the company's brand promotion plan.

13. Responsible for rewards and punishments: put forward reward and punishment plans, approve the implementation of reward and punishment plans of various departments, and implement various reward and punishment decisions.

14, responsible for the year-end summary of the work of this department.

15, responsible for reviewing the daily expenses of the department.

16. Regularly organize and check the standardization of posts in various departments.

17, responsible for issuing company documents and auditing company seals.

18, responsible for the supervision and management, work guidance, task assignment and performance appraisal of employees in this department.

19, responsible for organizing regular meetings.

20, responsible for the company's emergency handling.

2 1, responsible for organizing fund collection of the company.

22, complete other work assigned by the superior.

Responsibilities of the Director of Personnel Administration (2)

First of all, let's talk about the responsibilities of the personnel administration department:

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, attendance management.

(2), recruitment use:

Provide relevant information about job analysis, make the department's human resources plan consistent with the organization's strategy, interview applicants to make final employment and appointment decisions, make decisions on promotion, transfer, reward and punishment and dismissal, write job analysis and job analysis, and formulate human resources plans. Through these, the "personnel" within the enterprise can adopt scientific methods and arrange employees to suitable posts according to the post requirements to realize the rational allocation of human resources.

(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 competition of 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 evaluation, satisfaction survey, research work performance evaluation system and intention evaluation system, formulate disciplinary reward and punishment system, and formulate performance evaluation 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 efficiency of enterprise management.

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 comprehensive management

Without logistics support, it is impossible to ensure the stable and normal operation of 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. Safety

Strengthen the management of personnel entry and exit, official visitors, vehicles and articles entry and exit, 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.

6. Emphasize the spirit of enterprise and create the corporate culture of the company.

Corporate culture can not only reflect the strategic objectives, group consciousness, values and moral norms in the production and operation activities of enterprises, 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 cultural life.

7. Shaping corporate image

(1), the image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise.

(2), corporate environmental image

Because creating a good enterprise environment is the premise and foundation for the smooth production and operation activities of enterprises, and fully understanding the characteristics of the enterprise environment is the basis for creating a good enterprise environment.

(3), enterprise employee image

Formulate the daily code of conduct for employees, because the good quality and image of employees are an important part of corporate image and the concrete implementation of corporate culture. Employees' good appearance, manners, work ability, scientific and cultural level, mental outlook and work efficiency will give the public an overall impression.

Second, we should understand the role and position of the head of the personnel administration department in the company.

1, Assistant Staff Role: As a middle-level cadre of the company, the personnel administrative director should first change his consciousness and understand that he is no longer the housekeeper of the company, not only a partnership with other departments, but also a strategic partnership with the boss. Since the boss is setting up this department, we should play our due role in personnel policies, personnel relations and other issues and provide suggestions to the boss for the overall interests of the company.

2. Service providers and supervisors: due to the particularity of this department, the nature of the work of departments and personnel is determined, mainly in the following two aspects: (1) providing services for the company's development and employees' lives; (2) As a functional department, check the labor and personnel work of each department and punish violators accordingly.

3. Self-disciplinarian and demonstrator: As the maker and executor of the management system, departments and personnel should be strict with themselves first, and they should be hard while the iron is hot. If you can't be strict with yourself, you can't be strict with yourself, which will have a very bad influence on the prestige of the department.

4. Athletes and coaches: Although the personnel in the personnel administration department are management departments, they are also teams. The company set her up to achieve the company's goals, which requires us to sprint towards the company's goals like athletes and all employees, and give guidance and help to employees at any time like coaches to achieve the company's goals.

Third, it finally involves the quality requirements of relevant personnel in this department. Because the main job of the staff in this department is to deal with the personnel of the company, the quality, knowledge, skills and qualifications of the staff in this department are very high, which requires us not only to have a strong sense of service, but also to be good at communication and coordination, to have a certain grasp of the psychology of employees, and to have certain requirements for relevant personnel knowledge and skills.

Fourthly, to play the role of this department, it is necessary to do a good job in team management and system management, and establish a 5p human resource management department of the enterprise, that is, a personnel management system based on knowledge, a people-oriented recruitment and selection system, a training system driven by educating people, a people-oriented system and a salary incentive system aimed at retaining people.

Five, at present, the personnel administrative department and personnel will eventually help solve the enterprise "should not come, should not come again; The abnormal phenomenon of "not going and not going" involves the company's management system, recruitment system, performance management, salary policy, corporate culture and so on. Specifically, the personnel administration department is how to do a good job in recruiting, educating, employing and retaining people.

In a word, the ultimate goal of the personnel administration department is to ensure the normal operation and stable production of the company and create economic benefits for the enterprise, which is also the value of the personnel administration department. As the person in charge of a personnel administration department, if you can't master most of the above knowledge and skills, it is impossible to do a good job in this department, let alone create economic benefits for enterprises.

Of course, if a person is brilliant but has no spirit of struggle, it is difficult to be qualified for the position of department head. This requires the vision of the employer, and people with vision will definitely know heroes!

Responsibilities of the Director of Personnel Administration (III)

1, manager of administrative personnel department.

2. Responsible for the company's external liaison affairs.

3. Keep in touch with relevant government functional departments, keep abreast of local property management industry trends and related policies, and report the obtained information to the manager of administrative personnel department in time.

4. Responsible for drafting the company's rules and regulations and external documents, and handling the administrative and personnel affairs of the company's departments.

5. Be responsible for training the professional awareness and skills of employees in this department.

6. Responsible for assisting the manager of the administrative personnel department to preside over the preliminary examination of the company's management rules and regulations and supervise their implementation.

7. Be responsible for evaluating subcontractors and suppliers.

8. Review company publications.

9, responsible for the examination and approval of community service activities.

10. Assist the manager of the administrative personnel department to organize statistics on the accuracy/completeness rate, preservation integrity rate, contract review rate, qualified supplier evaluation rate, property management fee revenue and expenditure announcement rate, owner/tenant dynamic file filing rate, community service satisfaction rate and organizational profit and loss rate of the company, and transmit the statistical data to the quality management department.