Which department is the best in the Human Resources and Social Security Bureau?

Question 1: Which department is the best in the Human Resources and Social Security Bureau? If it is a secondary unit such as social security and medical insurance, it will not work, and it will be ok to put it in a stock room of the bureau. The Human Resources and Social Security Bureau often deals with people from various functional departments, but from my experience in the Human Resources and Social Security Bureau, civil affairs is better than the Human Resources and Social Security Bureau! The Human Resources and Social Security Bureau was merged by the Labor Bureau and the Personnel Bureau, you know! Now civil affairs is a real power department, and it will get better and better in the future.

Question 2: What level is the Human Resources and Social Security Bureau? Which department works better? The human resources and social security bureau of the provincial capital city is at the county level.

County, district people's social security bureau is the main hall level.

Question 3: Which department under the Personnel Bureau is the best? Your public security system over there should be the same except for the amount of travel expenses reimbursement. The salary of civil servants is sunny, and the treatment at the same level here is not bad. This is the difference between more work and less pay. . County medical insurance should also be a bureau, a secondary bureau and a minor course, but it is better to change or go to a department in the overall situation, and there will be more opportunities. What pension, social security, agricultural insurance, medical insurance, labor insurance brigade are secondary units, it is better to go to the human resources and social security departments. On the other hand, being able to get out of the public security system shows that your relationship is still good. . . Ha ha. .

Question 4: Which human resources and social security bureau is more tiring, but it does exercise people. The Human Resources and Social Security Bureau depends on what you are in charge of. Business doesn't matter Sitting in the lobby is a bit tiring, but it is simple, and office and finance are more troublesome. The best treatment should be the National Development and Reform Commission. Just have a doorway, followed by the National Development and Reform Commission. The Human Resources and Social Security Bureau has a normal life because of too many troubles and too many people.

Question 5: What departments do the human resources and social security bureaus of prefecture-level cities have? Which is better? Almost. I think you'd better go into the appraisal department.

Question 6: Which unit is better paid, the Construction Bureau or the Human Resources and Social Security Bureau? It is an open official civil service establishment, and the treatment of the two units is the same, and there is no difference.

The key is that if family members dare to work for the welfare of employees, they are afraid to follow the wrong person and not afraid to enter the wrong line.

Question 7: Is there any difference between the administrative establishment, career establishment and treatment of civil servants in the Human Resources and Social Security Bureau? Which departments of Human Resources and Social Security Bureau are better? 1. Administrative establishment and career establishment have different identities, and all recruited civil servants are administrative establishment. It is clear that the recruitment guide for career staff is the recruitment of career staff in a certain unit. According to the regulations, administrative personnel work in administrative institutions (such as administrative departments and institutions within administrative departments), and business personnel work in institutions, and administrative and business personnel are not allowed to mix posts. However, in practice, due to the shortage of manpower in many places, some administrative organs will loan staff from institutions to help with their work, but their status will not change.

2. As mentioned above, if the positions are mixed, the work of administration and career establishment is the same. Generally speaking, the work of each unit and department is different, even in the same department, they will also engage in different jobs, so it is difficult to say the difference between jobs. If wages are paid, public institutions shall implement career wages, and administrative units shall implement administrative wages. The wages of administrative units are all paid by the finance. The wages of fully funded institutions are uniformly distributed by the finance; The wages of public institutions in balance allocation are paid jointly by the units themselves and the finance; The wages of self-supporting institutions shall be borne by the unit. If the unit benefits are good in a self-supporting institution, the salary and welfare will be higher than that of the administration. If the unit's benefit is not good, there will be cases where wages cannot be paid. As for other aspects, such as welfare and promotion. , it depends on the leadership of the unit. Leaders want to treat administration and career equally, that's all, but leaders want to separate administration and career. This is not clearly defined.

The quality of the department you mentioned mainly depends on the power and responsibility of the department. Of course, a competent department is good, others will ask for a job, and other units will look up to it. However, the departmental powers of various localities and units are not exactly the same. Even the employment promotion departments of the Human Resources and Social Security Bureau have different powers and status. The professional and technical personnel management department and the employment promotion department you mentioned are both administrative departments and both need administrative personnel. The medical insurance department and the endowment insurance department are all departments of institutions under the Human Resources and Social Security Bureau, as long as the staff of the cause are prepared. But you said these subjects have good abilities. As for supervision and inspection, I don't know whether you are talking about administrative supervision or career supervision and inspection, so it's hard to say.

These questions you ask still depend on the local situation and actual situation. Local policies are different. Even in the same unit and department, if the top leader changes, the responsibilities and welfare benefits of the department will change.

Therefore, there is no fixed answer, no absolute good or bad! Things have changed.

Question 8: Which department is better paid, the Labor Bureau or the Personnel Bureau? The Labor Bureau and the Personnel Bureau have been merged into the Human Resources and Social Security Bureau.

Question 9: Which departments of the Human Resources and Social Security Bureau have offices, civil servant management departments, professional and technical personnel management departments, training and employment departments, wages and welfare departments, retirement departments, social security departments, arbitration departments, policies and regulations departments, etc. Their settings vary from place to place.

Question 10: What does the Human Resources and Social Security Bureau do? Human resources and social security bureau. It is a * * * functional department, 1 including the office of the establishment committee, the office for job reform, the salary unit, the personnel deployment unit, the archives unit and the talent exchange center. Implement the national civil service system, and be responsible for the job classification, examination and recruitment, assessment, job promotion and demotion, rewards and punishments, wages and benefits, retirement and power protection of civil servants in state organs throughout the county. 2, on behalf of the county * * * to manage and appoint a certain level of civil servants; Administrative personnel and professional and technical personnel of macro-management institutions; Responsible for the evaluation of professional and technical positions in enterprises and institutions. 3, formulate and formulate the reform plan of the party and government institutions and the function adjustment plan of the state administrative organs, and undertake the daily work of the county organization establishment committee. 4, responsible for the county party and government organs, institutions, staffing management, staffing review and staffing adjustment. 5, responsible for the coordination of personnel system reform in enterprises and institutions. 6, responsible for the formulation of the county's talent flow policy, organize the county's talent flow, training and continuing education, and establish a social adjustment mechanism and talent information base for talent flow. 7, responsible for the preparation of state organs and institutions staffing plan and salary plan, responsible for the relevant statistical work. 8, responsible for the county's state organs and institutions staff salary. 9, responsible for the distribution of college graduates and resettlement of demobilized military cadres. 10, responsible for the popularization of personnel laws and regulations and the investigation of personnel policies, and exploring effective ways for personnel workers to serve economic construction.