Work Log of Personnel Administration Supervisor 1 day

Today, I began to record the main work and findings of the new HR and administrative director of a company.

I want to start with human resources planning? The so-called human resource planning is to plan the increase or decrease of the number of people and posts in the next year, five years or even insomnia together with various departments according to the company's business and development goals.

Regrettably, for many small and medium-sized enterprises that are still in the survival stage and are still struggling for sales turnover, otherwise they will not be able to open the pot and rarely make long-term plans. Even if it is already a very old enterprise. At most, they will put forward who they want for a sales project, or add one or more functions to the original person, or simply recruit people directly from the personnel department. Instead of planning human resources for several years, it is better to do next year's work in advance.

I didn't expect such a mess. When I first joined this company, the human resources department kept changing people. Almost everything has been changed. There is no sustainable human resource management and administration. The strangest thing is that there is no complete salary structure and system, and the employee welfare policy and the publicized personnel administration system are not perfect. In short, it is a department that needs promotion. The personnel administration department has become a handyman department, with the failure of human resources planning and management, high turnover rate, low salary, complicated and unsystematic work and low sense of existence.

Today, I handed in some documents for the signature of the personnel administrative director, which are the details of the delivery driver's expenses in the factory department. If the amount of this document is inconsistent with the amount of the dispatch, it means that it has not been confirmed by the dispatch department. The employing department is the purchasing department, whose work is related to procurement and production, and the goods are finally put into storage. The personnel administration department just looks at the bill and signs it. This is very strange in itself. How does the personnel department evaluate the driver's performance? If you manage this driver? How to check this fee? The fee is not administrative? How to put this position in the corresponding department correctly with the boss and other departments? Including the post of maintenance electrician, it is affiliated to the personnel administration department, but it is directly managed and used in the factory department. His performance and workload are in the factory department. How to persuade the boss to rearrange their departments and future power division?

The whole employment process is too simple and not humanized. For example, office equipment, telephone use, office supplies collection, various items such as address book, mobile phone, WeChat, email, various systems, etc. , personnel administration system training, product knowledge training and so on. Next, we should make a new employee orientation manual, make an electronic version and make a data packet. Then make an entry list and put everything that all departments need to prepare before and after entering the job on it. You must do it after you leave.

The personnel recruitment has not been handed in yet. Need to sort out the recruitment application form, see which positions are hiring, make a good priority, and then improve the follow-up form and paper form to ensure the bottom and follow-up. Paper files must be placed in the corresponding folders in a unified and standardized manner.

Recruitment channel, login name, password, contract expiration date, etc. It should be put in, and the corresponding contract agreement folder should also be available.

The recruitment schedule should be updated, the corresponding folders should be clearly shared, and the resumes of screened, interviewed and confirmed candidates should be kept separately. In addition, we should do recruitment analysis and recruitment effect analysis.

Employee roster and information update contract follow-up This is very important. Social security and commercial insurance registration records should be available.

Organize the annual meeting plan and process, determine the time and general content, and then notify first. The first thing to do is to collect plans and set up a leading group. The person in charge and the time node are defined in the material list and follow-up table. Otherwise it will be too late.

What needs to be changed can be done later, and what is urgently needed can be done first. Before making a plan and holding a meeting, it is necessary to clarify the system and process. Don't worry.

It's really not possible to use foxmail. Still want to switch back to outlook, you can bring task assignment and follow-up reports. The itinerary and calendar are really useful.

Today is the solstice winter, and I ate glutinous rice balls. At noon, my aunt cooked Jiang Sha chicken and fried beans with bacon. I'm full.

It's really hard not to take a lunch break at noon.

It's the first time I've heard that so many people still pay their salaries in cash. A company that has existed for such a long time pays social security according to the minimum standard, does not pay provident fund, and does not deduct taxes. How did it do it? It is conceivable that there must be a reason why the turnover rate of employees is so high, but there are also so many people with long service years. This needs observation and understanding to know.

I started using foxmail as a calendar, and later switched to outlook, so that it would be easier for other colleagues to follow up and assign tasks. Efficient. The regular meeting will start tomorrow, and we will use the meeting minutes to form the meeting minutes? Let's make it Monday. Every day is to follow up and supplement new work. Review the whole work first, and then see if there are any new ones.

We also need to see how to get other factories to attend the meeting.

I found that the boss said a lot, and I didn't know that there was really a big difference until I realized it. The directors of other departments are all kings, so we should be careful what we say and do, make a decision before moving, don't be rash, do more, talk less, ask more, listen more and talk less, and be sure to tell the evidence and do a good job of investigation before speaking. Remember, remember. .