Specific management methods and systems for personnel management and human resources. I hope the more detailed the better. It is better to have detailed content. I hope to be the most professional. th

Specific management methods and systems for personnel management and human resources. I hope the more detailed the better. It is better to have detailed content. I hope to be the most professional. thank you Hello, I'm glad to answer your question!

Personnel Management Manual (Integrated Management Measures of Human Resources)

Personnel management manual

Chapter I Human Resource Management System and Methods

Section 1 Comprehensive Management Measures of Human Resources

Article 1 The importance of human resource planning

1. In order to cooperate with business development, this enterprise should make appropriate manpower planning and make long-term or medium-term plans in advance, otherwise it will often affect the development of the enterprise due to insufficient or surplus manpower.

2. Employees in enterprises often leave their jobs because they reach retirement age or for other reasons. The vacancies of retired and resigned employees must be filled by others.

3. Due to business development or the introduction of new technologies, enterprises often need corresponding staffing. Such personnel do not need to be recruited immediately, but should obtain the needed talents through prior planning or training.

4. Due to the diversification or internationalization of enterprise management, the original manpower can no longer meet the needs of business development, and the existing manpower must be adjusted or supplemented.

5. Due to the change of organization or the automation of equipment, some manpower is surplus, which should be adjusted to reduce the labor cost.

Article 2 Make a human resource management plan.

1. Human resource management cycle

There are four steps in marketing management: prediction-planning-implementation-evaluation, which is constantly circulating; In personnel management, these four steps should also be carried out.

2. Personnel planning of various projects

(1) How the company should work hard to implement the personnel system closely related to the basic business policy.

(2) Personnel plan of each executive department within the company:

(1) staffing and maintenance management plan;

(2) Education and training plan to improve the quality and performance of employees;

(3) salary, pension system plan, various allowance management and welfare plan;

(four) the company's internal management, culture, entertainment facilities and other welfare plans;

(five) the provisions of the employment management plan;

6. Safety and health plan;

All landowners qualification system, promotion system, personnel assessment and other personnel system plan;

(8) Industrial relations plan.

3. Long-term personnel plan

(1) Long-term demand plan and short-term demand plan.

(2) Long-term education plan.

Training of managers, supervisors and professional consultants and long-term education of corporate culture.

Article 3 Contents of Human Resource Plan

The so-called human resource plan is a period plan made according to the needs of the company's business development and the future development of human resources. Its content can generally be divided into the following four parts:

1. manpower demand forecast

In order to cooperate with the business development, make an appropriate forecast of the manpower needed in the future. When estimating the required manpower, the following factors should be considered:

(1) Manpower needed to be increased or decreased due to business expansion or contraction;

(2) manpower that needs to be supplemented due to the resignation or retirement of existing personnel;

③ Manpower that needs to be adjusted due to organizational change, technical improvement or equipment renewal.

2. Personnel recruitment plan

For personnel who need to be added or supplemented, a personnel recruitment plan shall be made, which shall include the following contents:

① Calculate the manpower needed every year, which can be determined by the number of internal promotions and transfers;

(2) Calculate the number of all kinds of manpower that must be recruited externally every year;

③ Determine the recruitment method;

(4) Seek the source of recruiting manpower;

⑤ How to correctly introduce and arrange the work of the hired personnel to prevent the loss.

3. Personnel training plan

Personnel training plan is an important part of human resources plan. The personnel training plan can determine the following different types of training according to the company's business needs and training equipment and capabilities:

(1) new employee training plan;

② Professional training plan;

③ Training plan for supervisors at all levels;

(4) General personnel training plan;

⑤ Training plan for selected personnel.

4. Manpower utilization plan

Enterprises should make appropriate arrangements for the effective use of personnel, so that the efficiency of human resources can be improved during the planning period. In addition to formulating various supporting measures for the effective use of personnel, it is also necessary to put forward the analysis and prediction of various related human resources in the manpower plan as the basis for the expected goal of human resources utilization in the future. The analysis and prediction items can include the following items:

① personnel productivity analysis;

② Analysis of manpower structure (age, education, work level, etc.). );

③ Analysis of personnel funds.

Supplementary provisions on personnel management

In order to further standardize personnel management, strictly implement the employment system, properly handle the relationship between distribution according to work and social security, safeguard the vital interests of the company and employees, mobilize the enthusiasm of all parties, and promote the rapid development of the company, the following supplementary provisions are made on personnel management:

First, the employment principle:

1) Reduce staff and increase efficiency.

2) Employ on the basis of merit, pay equal attention to talents and quality, give full play to talents and optimize dynamically.

3) competing for posts, capable, flat and mediocre.

Second, the employment regulations:

1) College graduates and technical school students recruited by the company from regular colleges have a probation period of one year in principle. After the probation period expires, the individual will write a summary, the department will make an appraisal and report it to the company for approval. The company will decide whether to go through the recruitment procedures, sign a labor contract or dismiss according to personal performance research.

2) All units must apply for employment in writing due to production needs and get approval from the general manager of the company. Recruited temporary workers, whose education level should be above high school (except lathe work and polishing) and under the age of 30, shall be registered in the office by each unit (the person in charge designated by the South Factory) with their ID cards and diplomas. The temporary workers recruited are seasonal temporary workers, and all units can dismiss them at any time according to production needs. In the peak season of production, they can be recruited according to the roster. Temporary workers who are dismissed or voluntarily resign must report the layoffs to the office. The company will investigate the leadership responsibility of the unit that violates the regulations, recruits without authorization or does not truly reflect the situation.

3) All new employees must undergo a week of training (including theoretical training and on-site proficiency) before taking up their posts (production posts); After taking up the post, pay piece-rate wages according to the proportion stipulated by the workshop.

Third, leave regulations: leave must have a leave note and be signed by the leader. Time limit: it can be approved by the unit leader within three days; For three days or more, within one month, it shall be examined and approved by the branch leaders. Sick leave and personal leave cannot be processed for more than one month at a time. If it is really necessary to ask for leave after the expiration, you should go through the formalities again. Those who don't ask for leave are regarded as absenteeism.

1) Leave should specify the reasons and days of leave;

2) Sick leave should be certified by hospitals at or above the county level. After being appraised by the company's infirmary, the sick leave note issued by the infirmary should be submitted to the leader for approval.

3) The funeral leave and maternity leave are still implemented according to the previous regulations.

Four. Insurance payment regulations: employees who are absent for less than 15 days (except holidays) in the current month shall be paid by individuals in principle, and each unit shall report the list of registered employees who are absent for less than 10 to the office before10 every month, including leave slips. The endowment insurance for employees during their illness and hospitalization shall be paid by the unit; Old-age insurance during the period of discharge and recuperation shall be borne by each unit and individual in half (except for a serious illness medical insurance manual). The person who asks for leave shall pay the pension in the company office before 10 every month. For those who fail to implement this regulation, the company will stop paying endowment insurance from the next month.

Verb (abbreviation of verb) hospitalization regulations: Employees who are hospitalized due to illness must go to the hospitals designated by the Labor Bureau, namely the First People's Hospital, the Second People's Hospital and the Chinese Medicine Hospital. Designated hospital, attending department, ward number, hospitalization time, etiology, etc. You must report to the office within three days from the date of hospitalization. If you fail to report it within the time limit, you will bear the consequences. When special inspection or high-tech equipment inspection is needed during hospitalization (treatment unit 100 yuan or more), when expensive drugs (packaging unit price 100 yuan or more) or imported drugs are used, an application form must be filled out, which can be reimbursed only after being signed and sealed by the hospital and the insurance clinic. If it is really necessary to seek medical treatment in a different place, you must fill out a proposal for seeking medical treatment in a different place, and the hospital and the insurance clinic can only go out after signing and sealing. After discharge, submit the hospitalization report, daily prescription, statement, doctor's advice and list of treatment expenses to the office, and the office will handle the reimbursement procedures in a unified manner.

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