How to formulate the post responsibilities of human resources?

First, the responsibilities of human resources

I. General rules

1. According to the company's development plan, formulate the company's human resources policy and annual human resources work objectives and plans, and submit them to the company for approval;

2. Formulate the annual and monthly work objectives and plans of this department, report them to the human resources director of the company for approval, and be responsible for organizing their implementation;

3. Formulate the working rules of this department and organize their implementation after being approved by the HR Director.

II. Planning and management of human resources

1, responsible for organizing job analysis, organizing the formulation of responsibilities and job descriptions of various departments of the company, and formulating post settings and staffing;

2. Responsible for drafting the company's annual human resources planning, employee selection and promotion, and internal title evaluation.

ⅲ. Recruitment management

1. According to the recruitment plan of the company's functional departments, prepare publicity materials, select appropriate recruitment channels, collect application materials, carry out recruitment activities reasonably, and provide candidates with trial in time;

2. Organize and arrange testing activities such as evaluation, written examination and interview of management personnel, and put forward opinions on selecting and employing people;

3. Establish and improve the collection and analysis system of external talent supply information, and establish and improve the talent information base;

4. Do a good job in recruitment services, employment norms, employment approval, supervision and management of member companies and operation centers;

5. Make monthly, quarterly, semi-annual and annual recruitment analysis reports;

6. Make a statistical analysis report on human resources.

V. Training management

1. Establish and improve the company's training system and formulate training courses;

2. Select, review and organize the compilation of training materials, and establish and manage the internal trainer team;

3. Arrange and implement internal training, manage overseas training and evaluate the training effect;

4. Guide member companies to make training plans, and supervise and manage the daily training of member companies;

5. Make annual, quarterly and monthly training analysis reports;

6. Understand the human resource management status of each department, cooperate with each department, and do a good job in tutorial system and employee career management.

ⅵ. Performance management

1, responsible for formulating the performance management system;

2. Timely issue and recycle statistical tables of company performance appraisal data, and make statistical analysis of performance appraisal data of all departments;

3. Guide all departments and member companies to implement performance appraisal, check the appraisal results, and organize to deal with the problems and objections arising from the appraisal.

4, timely feedback the new situation in the process of performance management, do a good job of performance analysis report.

ⅶ. Salary management

1, formulate salary management system;

2. Calculate the salaries of employees in various functional departments of the company according to the assessment results, and prepare the payroll;

3. Review the salary statements of member companies;

4. Conduct on-the-spot research on the remuneration of member companies on a regular basis, understand the implementation of the quota of member companies, and feed back the relevant matters of the quota at any time;

5. Prepare annual, quarterly and monthly salary analysis reports on a regular basis.

Eight, labor relations management

1, responsible for social insurance for employees;

2. Responsible for signing the employee's labor contract;

3, responsible for the establishment and management of employee files, real-time grasp of personnel changes.

4. Be responsible for conscientiously implementing the relevant national and local laws and regulations, and improving the company's labor management related systems and work processes.

5. Participate in the investigation and handling of employee casualty accidents, and put forward handling opinions according to the relevant regulations of the state and the company.

Nine, personnel management

Second, the department responsibilities

Human resources department is the functional management department of personnel, labor, social insurance, talent training and introduction, incentive and restraint mechanism, etc. Its main responsibilities are:

1, responsible for preparing the company's long-term and annual plans for personnel, labor wages and personnel training, and organizing their implementation;

2. Be responsible for studying and exploring the incentive and restraint mechanism of the company, and organizing the formulation of the company's salary reward distribution policy and management system; Control the company's total wages,

Go through the formalities for examination and approval of wage payment;

3, responsible for organizing professional and technical personnel job assessment, evaluation, promotion, appointment and other work matters;

4. Responsible for reviewing and adjusting the total wages of the company and its branches, and supervising and controlling the implementation of the distribution policy;

5. Be responsible for formulating the implementation plan for the salary adjustment of employees in the company's headquarters, handling the salary adjustment procedures, establishing employee salary files, and guiding the salary management of the branch;

6. Be responsible for the management of labor contracts, guide each branch to establish labor contract system and post contract system, and supervise the implementation;

7. Be responsible for computerized management of labor wages and labor insurance, and provide accurate labor wage information;

8. Be responsible for the business contact with the superior social labor insurance department, and guide each branch to handle the employee social labor insurance related business;

9. Be responsible for the recruitment, employment, assignment, transfer, resignation and resignation procedures of the company's headquarters staff;

10, responsible for examining and approving the recruitment, transfer, resignation and resignation procedures of personnel of branches (subsidiaries);

1 1, responsible for personnel, organization, labor and other file management; Responsible for correspondence or outward transfer, receiving relevant file inquiries and social relations surveys according to organizational principles and management procedures;

12, responsible for the political examination of people going abroad;

13. Be responsible for the comprehensive statistics of personnel, labor and wages of the whole company, and prepare statistical statements according to the requirements of the company's statistical department and superior management department;

14, responsible for organizing the education and training of employees, and for the approval and management of employees studying abroad;

15, responsible for undertaking related matters assigned by company leaders, and coordinating and handling accidents in party building, labor, personnel, education and social insurance.

Four, post ability requirements and responsibilities

(A) the responsibilities of the human resources manager

1, responsible for the overall human resources planning of the company;

2. Responsible for the recruitment and selection of human resources, training and appointment, documents and archives, salary and benefits, promotion and transfer, reward and punishment system, attendance and performance appraisal, the operation of the whole factory process and the handling of transactional work;

(1) Prepare and implement the company's human resource planning.

(2) Formulate recruitment procedures, organize recruitment, arrange interviews and conduct comprehensive quality tests.

(3) formulate assessment policies, manage assessment documents, communicate assessment results, and dismiss unqualified employees.

(4) Formulate salary and promotion policies, and organize salary increase and promotion assessment.

(5) Formulate welfare policies and handle social security benefits.

(6) Handle the transfer of various personnel relations of employees and professional title evaluation procedures.

(7) Organize pre-job training for employees, and assist with training and further education procedures.

3, responsible for the audit department documents and official documents;

4. Inspect, supervise, implement and improve the daily affairs of the department;

5, responsible for the investigation and verification of employee complaints and punishment;

6. Be responsible for guiding and improving the working methods and efficiency of department employees;

7. Responsible for personnel communication, coordination and development among various departments;

8. Responsible for external personnel communication and coordination, and develop internal personnel relations;

9. Establish and improve corporate culture and create a good corporate culture atmosphere;

10, responsible for publicizing the company's personnel policies and creating a competitive enterprise personnel environment;

1 1, responsible for handling social welfare insurance for employees of the company and protecting their legitimate rights and interests;

12, responsible for handling daily labor disputes and coordinating the balance of interests between factories and employees;

13, responsible for checking the monthly salary calculation of company employees;

14, responsible for promoting the smooth operation of the personnel part of the ERP project;

15, responsible for maintaining and increasing the value of departmental property and recycling office stationery;

16, responsible for collecting employees' ideological trends and carrying out personnel activities according to the ideological trends;

17, responsible for the cost evaluation of human resources;

18, responsible for staff development and career planning;

19, responsible for reporting the work to the immediate supervisor on a regular basis;

20, responsible for handling the affairs assigned by the superior temporarily;

2 1, other temporary designated projects and phased tasks.

(2) Job responsibilities of recruiters

1, prepare the enterprise personnel recruitment plan;

(1) Collect and summarize the human resource requirements of enterprises and relevant recruitment information;

(2) According to the development of the enterprise and the personnel demand of the department, work out the recruitment plan of the enterprise personnel;

2. Recruitment implementation;

(1) According to the personnel recruitment plan, make internal and external recruitment plans and report them to the superior leaders for review according to their authority;

(2) Drafting recruitment information and publishing recruitment advertisements;

(3) screen candidates' resumes and notify those who have passed the preliminary screening to attend the interview;

(4) Organize relevant personnel to conduct preliminary examination, re-examination and pre-job evaluation of candidates;

(5) Issue the employment notice and go through the entry formalities for new employees;

3. Recruitment channel management;

(1) Seek good partners with relevant recruitment websites, talent exchange centers and headhunting companies;

(2) Plan and implement the campus recruitment plan and carry out campus recruitment;

4. Recruitment data management;

(1) Archive resumes of all candidates, establish candidate information base and reserve talents;

(2) Archive relevant recruitment materials and documents;

(3) Job responsibilities of training experts

1, prepare employee training plan;

(1) Organize the preparation of annual, quarterly and monthly training plans for enterprises and departments according to the company's development strategic objectives;

(2) Investigate, collect and summarize the training needs of all departments and personnel of the enterprise;

(3) According to the plan and personnel training needs, the training implementation plan is prepared, teachers are selected, and the cost budget is defined;

2. Organization and implementation of training;

(1) Arrange the training work according to the training implementation plan approved by the leaders to ensure the smooth completion of the training work;

(2) Cooperate with lecturers to do relevant work before and during training;

3. Training effect evaluation;

(1) Collect the evaluation questionnaires of relevant personnel on training implementation to prepare for the evaluation of training effect;

(2) Make a training effect evaluation report within one month after each training;

(3) Summarize the training experience, improve the training work and improve the overall level of the company's training work;

4. Training information management;

(1) Collect training information at home and abroad to understand the training trends in this industry;

(2) Collect and sort out training materials and courses, and classify and file them;

(3) Establish employee training files, and do a good job of updating and keeping them;

5. Staff external training management;

(1) According to the business needs of all departments of the enterprise, organize employees to carry out external training, such as professional training and going abroad for further study;

(2) Establish a good cooperative relationship with external training units to meet the external training needs of employees;

(3) Evaluate the training ability and training effect of external training institutions that have cooperative relations with enterprises, and put forward necessary improvement suggestions;

(4) Responsibilities of the remuneration commissioner

1. Establish salary and welfare system;

(1) Assist the human resources manager to formulate the salary and welfare system suitable for the development level of the company according to the enterprise development plan and the salary level of the local industry, and organize the implementation after approval;

(2) Cooperate with performance management personnel to make the enterprise compensation scheme more competitive and fair;

2. salary survey;

(1) Understand the local overall salary level and the salary level of similar enterprises through various channels, and provide a basis for enterprises to formulate fair and reasonable salary and welfare policies and wage standards;

(2) Investigate the employees' satisfaction with the current salary;

(3) Establish a salary survey database, make statistics and analysis on salary data, calculate and forecast the labor cost of enterprises, and provide analysis reports regularly;

3. Daily salary management;

At the end of each month, according to the company's salary plan and employee attendance table, prepare the salary table and submit it to the finance department to ensure that employees' wages are paid on time; Pay employee bonuses;

4. Labor security and welfare management;

(1) Assist in establishing enterprise labor security system according to relevant national and local policies;

(2) Handle welfare insurance, base verification and insurance premium payment for employees according to relevant regulations;

(3) Assist relevant departments and leaders to deal with and solve labor disputes, wage disputes and other related issues;

(V) Responsibilities of the Performance Commissioner

1, prepare performance management system and assessment scheme;

(1) Assist the department manager to formulate the enterprise performance management system and workflow;

(2) Assist the department manager to formulate the performance appraisal plan and appraisal index system;

(3) According to the evaluation index system, prepare the evaluation table;

2. Implement performance appraisal;

(1) Organize the performance appraisal of employees to ensure the smooth development of performance appraisal;

(2) According to the performance requirements, communicate with relevant departments to implement the performance appraisal results;

(3) Record employees' working status, working effect and working results in real time;

(four) to accept the employee assessment complaints, investigate and verify, and feedback the results;

3. Summary of performance appraisal;

(1) Hold appraisers' work meetings regularly to analyze the existing problems and report them in time;

(2) According to the results of performance appraisal, in conjunction with the opinions of relevant departments, put forward opinions on rewards and punishments, promotion, post adjustment and other treatment for all kinds of personnel;

(3) filing and managing the monthly performance appraisal data and documents;

(vi) Responsibilities of the Personnel Commissioner

1, daily management of employees;

(1) According to the arrangement of the human resource manager, prepare the job descriptions of all departments and positions in the enterprise, and revise and improve the job descriptions according to the actual development needs of the enterprise;

(2) Go through the formalities of employees' leave, business trip and going abroad, and make timely statistics on employees' leave, vacation and attendance;

2. Labor relations management;

(1) Prepare a unified labor contract text for the enterprise according to the regulations of the government and relevant local departments;

(2) Handling the signing, alteration and termination of employee labor contracts and other related matters;

(3) Handle the relevant procedures of employee deployment, appointment and dismissal, promotion, rewards and punishments;

(4) Accepting employees' complaints and consultations, and assisting department managers and legal advisers to solve labor disputes or disputes;

(5) According to the arrangement of the department manager, carry out activities that help to promote employee relations and establish harmonious labor relations;

3. Personnel file management;

(1) According to the enterprise personnel file management system and implementation rules, be responsible for filing and keeping the employee labor contract, personnel file and relevant documents of the human resources department;

(2) Borrowing, transferring and transferring personnel files, and keeping them confidential;

4. Staff proposals and suggestions;

(1) According to the relevant regulations of the enterprise, collect the suggestions and opinions of employees on the business management activities of the enterprise, summarize them regularly and report them to the department manager;

(2) do a good job in the selection of employee proposals;

(3) Reward valuable proposals in accordance with relevant regulations.