How about doing personnel work in the company?

what should the personnel of a small company do?

For the personnel management of small companies, the following tasks can be done: 1. Make an Employee Handbook. Write down the company profile, organizational structure, functions of various departments, company attendance system, entry and exit procedures, shopping trip reimbursement and other contents that a new employee needs to know. Second, do a good job in personnel recruitment, entry, labor contract signing and simple system training. Third, do a good job in the salary adjustment of employees, the preparation and distribution of daily benefits, and the increase or decrease of various social insurance. Fourth, cooperate with various departments to do a good job in daily use, post adjustment and simple assessment of employees. Five, do a good job in the conversation of resigned employees, work handover procedures, etc. Six, human resources planning, job analysis, performance management, career planning and other suggestions will not be done first. Do it when the conditions are ripe. Because small companies are always growing, the content of personnel management needs to be adjusted at different stages. This requires your constant attention. Learn more about the company's business, communicate with middle and senior leaders, and adjust the work content according to the company's business development to meet the company's growth needs.

how can I recruit good talents when I work in a company?

A qualified personnel manager must have the ability to recognize talents, know how to make appointments according to the position, and adopt a scientific method to select talents from the perspective of "employing people", so as to recruit people with strong plasticity and high growth potential and create maximum enterprise value. There are two ways to recruit good talents: external recruitment interview or internal competition. Among them, there are the following methods and skills to find talents through recruitment interview:

1. Traditional empirical interview method

2. Structured interview method

3. Behavioral interview method

Compared with the other two interview methods, behavioral interview method can understand candidates more comprehensively and deeply, and the recruitment accuracy rate of this method is as high as 8%. Behavioral interview method should first establish a trust relationship with candidates, emphasize the confidentiality of interview materials, and create a harmonious conversation atmosphere so that candidates are willing to tell their own things. Secondly, ask the other party to briefly describe the responsibilities of the previous work and capture the breakthrough of the next investigation from the preliminary information provided by the other party. In this process, how to identify whether a candidate is lying is a difficult point in the recruitment interview, and the behavioral interview method adopts a harmonious conversation atmosphere to alleviate the possible situation of the candidate lying to some extent. Of course, the interviewer also needs to make targeted identification and judgment.)

After a series of interlocking recruitment interview framework settings, supplemented by suggestions on evaluation tools and interview skills, then personnel recruiters should exercise regularly from work and life, look at the right person with "critical eyes", ask and talk with "questioning guidance" and do the right thing with "keen observation".

I hope the above answers are helpful to you!

what should enterprise personnel do

what is the biggest difficulty of human resources? Is to change the boss's mind, otherwise, in the end can only be reduced to engage in recruitment, training, administration, receiving reports and other work. The bosses of most enterprises have the following characteristics: 1. The bosses are too busy and promising. The boss didn't dare to delegate power to his subordinates, so he would be in chaos as soon as he let it go, so he had to experience it himself and die at the last card. The boss has to intervene in everything, but there are too many distractions. In the end, nothing starts and ends, and the managers dare not act because of the boss's intervention. In the end, the boss will think that they don't know how to act or are unable to act because of the manager's inaction. The result is: substitution. After frequent substitutions, the boss must think that the HR department has not done a good job. 2. The boss has many hidden rules imposed on human resources. The boss expects the higher the return on investment, the better. Of course, the less the cost, the better. And labor costs usually occupy the first or second place in the cost of each enterprise, and bear the brunt. The main ways for these bosses to reduce labor costs are delaying the payment of wages, falsely promising high wages or high returns but failing to deliver them, belittling or cracking down on senior talents to make them take the initiative to accept low wages, setting up various checkpoints to prevent capable people from leaving their jobs easily, setting up various fines or deductions to reduce wages payable, and so on. The specific operations of these methods need to be carried out by the human resources department, which leads to the death of the head of the human resources department very quickly, especially in private enterprises, and the personnel department has a higher turnover frequency than any other department. The above two points talk about the boss being too promising and hidden rules, which directly affect the function of the human resources department. If you want to do a good job in human resources, you must first brainwash your boss. This job is not easy to do. Why? The boss will torture human resources in his heart: Do you understand enterprise management? Sales, production, finance, etc. Do you understand? How much do I want to earn, do you understand? Wait a minute. Since you don't know anything, how can you let me delegate power? If the enterprise goes haywire after decentralization, can you bear the responsibility? Unless you can tell me a set of systematic management methods, so that all departments can restrict and promote each other, and finally achieve my goal on schedule and in full, I can delegate power and I will cancel the use of hidden rules. Obviously, the requirements of the above-mentioned bosses are too high, and the human resources department can't do this. Therefore, it can only do some basic work, and the great human resources science described in books is not used here. Second, the enterprise has no strategy and goal, and the human resources department can't establish a human resources management system, formulate specific personnel replenishment plans, personnel use plans, personnel replacement and promotion plans, education and training plans, evaluation and incentive plans, labor relations plans, retirement and dismissal plans and so on. There will be such a situation in many enterprises. The boss suddenly makes a plan, and then asks the HR department to recruit someone with a high salary. After the recruitment comes back, the new manager has a new plan and puts forward new human resources needs. Later, the boss changes the plan again, and all aspects have to change, and the work of all departments has to change accordingly. Many enterprises change a little every day and change a lot every three days. This fast-changing enterprise, to put it bluntly, has no strategy. What do enterprises want to do? What can you do? How to do it? To what extent and to what effect? There is no clear and definite positioning. If real estate is easy to do today, it will be real estate. Tomorrow, the real estate bubble will become a supermarket, and the day after tomorrow will change. This kind of enterprise is difficult not only for human resources, but also for any other department. Third, enterprises have not implemented budget management, and human resources are like stagnant water. What are the benefits of budget management? 1. It can clearly allocate enterprise resources. When the internal and external environment of the enterprise changes, the budget of the enterprise will also change, and the heads of all departments are more anxious than the human resources department. The human resources of the enterprise only change with it and can be expected in advance, avoiding the situation that the human resources department puts out fires every day. Imagine, if you are asked to recruit a production manager today and want it tomorrow, can you do it? This situation can be avoided if enterprise budget management is implemented. The annual budget is of little guiding significance because of its long span, but the monthly rolling budget can basically predict the demand for human resources in the next month, and the workload of human resources will be greatly reduced and the effect will be more obvious. 2. It has a detailed planning process, which can reassure the boss. Many enterprises, especially bosses, believe that management requires no process as long as the result. However, bosses are afraid that there is no process and dare not believe the result, so they dare not delegate power. The boss slapped himself here. For example, the general manager promised the boss that the net profit will reach 1 million yuan next year, and the boss couldn't believe it. The boss would think that he was boasting and wanted to ...

Is it good to be a human resource outsourcing company?

Not so good. I hope to be a human resource outsourcing company or a big enterprise, otherwise I will choose a headhunting company as a headhunting consultant or a human resource consulting company as a human resource consulting consultant, and I can learn a lot about the design of organizational structure, salary structure and performance appraisal scheme. I hope it will help you. Please choose the best answer. Thank you.

what will happen if a company is engaged in personnel struggle every day?

A chicken can fly like a dog, but there is no mind to do things.

How can a personnel manager handle employee relations well?

Besides reading more books on human resources, you should also read books on psychology. Only when you know what employees are thinking can you know what you are doing and what is appropriate to say. Personnel is to deal with the problems between enterprises and employees, so when dealing with problems, we need to think carefully and weigh the interests between enterprises and employees. Some people say that doing personnel is the most likely to offend people, so doing personnel should pay more attention to the relationship between themselves and employees, communicate with other employees more, make some jokes appropriately, be serious when you are serious at work, and talk and laugh more when you are relaxed after work. Don't keep a straight face when you have nothing to do at ordinary times. There is always nothing wrong with smiling more! O(∩_∩)O Thank you

What should I do if I become more and more confused when doing personnel work in a small enterprise? 5 points

Me too, but I just graduated. The company I am staying in now is run by a couple, and like you, there are great obstacles to implementing any policy. Moreover, I am a newcomer, and the leaders can't offend, nor can those old employees. It is also very tangled!

I'm just in charge of the company's personnel recruitment, and I ask God to answer what I should do.

1. Recruiters (newly added or understaffed) must fill in the personnel demand application form (see Table 1) by the employing unit, which will be reviewed by the leaders in charge of the company and sent to the personnel supervisor in the company office to check whether it meets the requirements of staffing and posts, and then the personnel supervisor will report to the general manager of the company for approval and be included in the company's recruitment plan. 2. The HR supervisor formulates the recruitment plan and job description according to the personnel demand application form, and cooperates with the planning department to select the appropriate media to uniformly release the public recruitment information or select the appropriate talents from the company's talent pool. 3. Employees at all levels shall be hired on the principle that their moral character, knowledge, ability, experience and physique are suitable for their posts. If the post work is not affected, attention should be paid to hiring disabled people and those with certain specialties. 4. Daily recruitment: the personnel supervisor will receive and make an appointment for the candidates, instruct the candidates to fill in the recruitment form (see Table 2), investigate and verify the authenticity of the information provided by the candidates, conduct an interview with the employer after preliminary screening, and finally report to the general manager for instructions. Centralized recruitment: candidates will be primarily selected by the personnel supervisor, and then a recruitment assessment team will be set up by the employer and company leaders, and the assessment team will conduct centralized interviews and assessments, and report the collective research opinions to the general manager for instructions. The positions of shop assistants, security guards and cleaning staff of commercial management companies shall be determined by the person in charge of the unit, but the number of staff shall not be exceeded. In case of particularly outstanding talents, the personnel supervisor can report to the general manager at any time and adopt summary procedures to avoid missing talents. 5. Probation personnel should report to the company's office before taking up their posts, and be qualified by the personnel supervisor in corporate culture education and pre-job company system training, and send the employee probation notice form (see Table 3) to the employing department before taking up their posts. 6. Those probationers who pass the probation examination (those who perform well can suggest shortening the probation period) shall fill in the employee probation notice form in time by the supervisor of their directly affiliated units after the probation period expires, which shall be signed by the probationers themselves, audited by the personnel supervisor, reported to the general manager for approval and handled the formalities for turning into regular employees. 7. If the probationer's performance is poor during the probation period, his immediate supervisor should suggest extending the probation or stopping the probation, and sign an opinion on the employee's probation notice form, which will be signed by the probationer himself and dismissed after being audited by the personnel supervisor. 8. If the employee is hired without authorization according to the above-mentioned prescribed procedures, the company will not accept it and will not calculate the salary.

Thank you!

how to do a good job in enterprise human resources?

hello, I'm talking to you from the perspective of a human resource manager.

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

2. Get in touch with people at the grass-roots level, so that we can grasp what they want and what are their shortcomings

3. Make sure everyone's career development plan is good. Otherwise, the brain drain is also very serious.

4 and be sure to understand the company's workflow so that you can formulate effective strategies for the company's reference.

5. At the same time, you must set an example yourself. For example, your plan stipulates that you must take the lead to do it well. Because it is not done well, others will have reasons not to implement it.

five aspects of HR management (human resource management) in modern enterprises should be done well: firstly, according to the required staff conditions determined by enterprise goals, the required staff of enterprises should be selected and obtained through planning, recruitment, examination, evaluation. Secondly, through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and masses within the enterprise tend to the requirements and concepts of the enterprise, so as to form a high degree of cooperation and coordination, give play to the collective advantages and improve the productivity and efficiency of the enterprise. Then through a series of management activities such as salary, assessment, promotion, etc., we can maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure the safe, healthy and comfortable working environment of employees in the workplace, so as to enhance employees' satisfaction and make them feel at ease and satisfied with their work. There is also a comprehensive assessment, appraisal and evaluation of employees' work achievements, labor attitude, skill level and other aspects, which provides a basis for making corresponding decisions such as rewards and punishments, promotion and demotion, and staying. Finally, through employee training, job enrichment, career planning and development, the knowledge, skills and other qualities of employees can be improved, so that their labor ability can be enhanced and brought into play, and their personal value and contribution rate to the enterprise can be realized to the maximum extent, so as to achieve the goal of the common development of employees and enterprises. How to do a good job in HR management: identify first. HR should use essence one before criticizing subordinates. Put forward the advantages of the employee first, in order to pave the way for criticism and relax the pressure resistance before criticizing him. Remember: even the most thoughtful person doesn't like to point out what he did wrong. First, agree with his 1-2 outstanding jobs, let him know that you appreciate him as a superior, and he will accept criticism sincerely, otherwise, he will hold back his grievances. Two: lead by example. It is necessary for HR managers to have prestige in front of subordinates and set an example by themselves. Your words and deeds, appearance and clothes, private life, and how to treat your wife, children, etc. will all become topics for subordinates to talk about. Sometimes you think things are strange, but it's true that good things don't go out, and bad things spread thousands of miles. "Have you heard? He beat his wife last week. " A similar scandal will soon spread. Therefore, as a subordinate's boss, he must set an example, be consistent in words and deeds, and be consistent in appearance. Conversely, if the leader's behavior is not good, the subordinates will not have good behavior. Three: Cultivate our own people. As an HR manager, the human resources work you manage needs the strong support of the team. If you don't have your own people around you, it will always be discounted. Cultivating one's own people doesn't require you to form gangs, but to cultivate subordinates who can do things for you, charge and solve problems. You can tolerate his shortcomings, encourage him to do things with confidence, solve problems for you, and trust him, so that you will have more opportunities to deal with other problems. Four: Work with EQ. People who do human resources should have IQ, but more importantly, EQ. HR is at work