Certificate picture?
At present, most enterprises' understanding of employee relations is still limited to labor relations management and other related functions, and the responsibility of employee relations management is also limited to the level of handling and preventing labor disputes. In fact, in reality, employee relations go beyond labor relations and labor relations. It is marked by humanized management, emphasizing the management with employees as the main body and starting point, and paying attention to the satisfaction of employees' spiritual needs. Therefore, creating and maintaining harmonious employee relations is an important goal of employee relations management. In the era of human capital, enterprises need to make employees reach various contracts with enterprises on the basis of labor law, including making employees reach work contracts with enterprises, and realizing self-worth while completing the duties entrusted by their posts; At the same time, harmonious labor relations require employees to recognize the value of the enterprise, that is, employees and enterprises reach a spiritual and psychological contract and agreement! Therefore, human resource legal adviser is different from the traditional legal relationship between enterprises and employees, but on this basis: to build an all-round harmonious labor relationship and provide the most practical human resource management ideas and practical experience for the direct performance of enterprises! The vocational skills training of Ministry of Human Resources and Social Security Education and Training Center is mainly based on the "Three Plans", with the guidance and demonstration skills training projects oriented to the society as the leading factor, closely combining the market demand and employment needs, and focusing on developing some training projects of new occupations, new fields and new technologies. Since 2003, our training courses have improved the work skills of college students and on-the-job workers, broadened the employment channels for laid-off workers, migrant workers and young students, and made positive contributions to promoting the health of the whole people and promoting employment. At present, the center has established a team of teachers with high academic status and strong professional skills. In the future, we will constantly respond to the emergence of new occupations and social needs, focus on the hot and key issues of skills training, and gradually embark on a new way of vocational skills training with strong pertinence, wide coverage, standardized setting and orderly implementation, which will play a greater role in building a harmonious society and promoting employment.
Policy background
The Employment Promotion Law of People's Republic of China (PRC) emphasizes that the state develops vocational education according to law, encourages vocational training, and promotes workers to improve their vocational skills and enhance their employability and entrepreneurial ability. The State Council's Decision on Vigorously Developing Vocational Education (Guo Fa [2005] No.35) points out: "Insist on employment-oriented, deepen the reform of vocational education and teaching, and strengthen the cultivation of students' practical ability and vocational skills"; The Notice of the State Council on Further Strengthening Employment and Re-employment (Guo Fa [2005] No.36) also emphasizes: "Strive to do a good job in the employment of new urban laborers, actively promote the employment of college graduates, and vigorously improve the vocational skills and entrepreneurial ability of workers while developing jobs";
market environment
Graduates lack the most basic job-holding ability training, and their growth in enterprises (society) is basically in a spontaneous state. At many job fairs, more and more recruitment companies refuse fresh graduates. Even if college students join the enterprise, they will change jobs frequently because it is difficult to adapt to the needs of work. This phenomenon of job-hopping is not only detrimental to the growth of college students, but also leads enterprises to give up the group of fresh graduates after repeated losses in labor costs. Only by changing college students' employment concept and improving their employability and vocational skills can this phenomenon be improved.
Project overview?
Ministry of Human Resources and Social Security Education and Training Center is a public institution directly under Ministry of Human Resources and Social Security. It is an education and training institution that undertakes the training of cadres in the national human resources and social security system and other education and training activities. Its main responsibilities: to undertake the training of civil servants and public institutions in the human resources and social security system. To undertake the training of personnel and labor management personnel in enterprises nationwide. Carry out vocational skills training business and organize the implementation of related skills training cooperation projects. Carry out exchanges and cooperation with foreign training institutions related to human resources and social security systems. In order to give full play to the social function of Ministry of Human Resources and Social Security Education and Training Center and improve the professional innovation ability of college students and social employees, it is decided to implement the national project of shortage of professionals represented by human resources legal consultants to improve the comprehensive post ability of college graduates and employees. In order to carry out the project more prominently and effectively, the project management office of human resources legal adviser was established through research, which is under the leadership of Ministry of Human Resources and Social Security Education and Training Center and is fully responsible for the development, planning and implementation of the project, including the establishment of promotion and implementation institutions throughout the country. At the same time, an expert group was set up to guide and supervise the work. The content of the project is aimed at college students and social workers.
course features
Understand the ways to legally protect the interests of employees and enterprises: make clear how enterprises can provide employees with guaranteed labor relations within the scope of national laws and regulations, on the basis of effectively controlling costs and within the scope of enterprise capabilities, so that employees can feel stable and fair! Create a cultural environment to motivate employees and give full play to their potential: The important task of employee relationship management is how to create a harmonious corporate culture, so that employees can enhance their recognition of the enterprise and reach a contract with the enterprise mentally and psychologically, so as to maintain a good working condition! Through training, students can understand the specific measures and methods to build a harmonious corporate culture! Analysis of employees' psychological needs and psychological help plan: enterprises should devote themselves to continuous research on employees' psychological needs and provide employees with psychological help plans in time. Through training, students can understand the ways to solve employees' psychological troubles, effectively reduce management punishment and employees' complaints, and solve problems in the bud.
Training purpose:
1. The legal application of human resources is the necessary knowledge and skills of human resources management. Under the development environment of "ruling the country according to law" in China, it will become the mainstream to manage and safeguard the rights of enterprises through legal means, and the legal department will also become the core management department of enterprises. More and more enterprise recruitment notices for human resources-related positions clearly require proficiency in labor law knowledge. It can be predicted that a qualified human resource will be familiar with the legal practice of human resources in his country. 2. Employers' demand for human resources legal advisers will increase exponentially. With the diversification of China's economy and the development of specialization and refinement of jobs, human resources legal advisers have begun to take shape, and some large enterprises have set up full-time labor legal posts. At the same time, with the successive formulation and improvement of national labor laws and regulations, the chaotic situation of enterprises doing whatever they want in the past has been changed, employees' awareness of self-protection has been enhanced, and the status of both parties in labor relations has gradually become equal. Avoiding and handling labor disputes is a difficult problem for employers. Therefore, human resource legal adviser will surely become an indispensable and important position in enterprise management. 3. Human resource legal adviser is a new and scarce profession. According to statistics, at present, the market gap of full-time human resources legal consulting talents in China is over 300,000, and the gap of part-time talents is over 654.38+00,000. There are countless people who have relevant work experience but are not qualified, who are engaged in human resources work but are not familiar with legal consultation. Working with certificates has become an irresistible development trend. The earlier you study labor law systematically, the earlier you get the authoritative national qualification certification, the more you can seize the opportunity for your career development and bring strong protection for your career. 4. The salary level of human resources legal consultants is bullish. According to the salary survey statistics of various talent websites, in the first-tier cities in central China, the average annual salary of human resources specialists is around 30,000. According to the investigation in Ministry of Human Resources and Social Security and the prediction of human resource management experts, under the same conditions, the average annual salary of human resource legal consultant will reach about 80,000 yuan due to its strong professionalism and large demand, and it will become a veritable golden collar profession.
Certificate issuance:
People's Republic of China (PRC) and China Ministry of Human Resources and Social Security Education and Training Center issued the corresponding level of "human resources legal adviser" qualification certificate;
Applicant:
Directors/managers of human resources departments (personnel, labor, administration, R&D) of enterprises and institutions and related experts; Middle and senior managers, project managers, heads of technical departments, and people who want to master relevant knowledge of labor law and dispute resolution; Officials in charge of legislation and law enforcement of labor relations in labor administrative departments at all levels; A person who devotes himself to human resources legal consultation.
Declaration conditions:
(One of the following conditions is enough) (1) Those who have a college degree, engaged in human resource management for more than 5 years, received formal training and obtained a diploma. (2) Those who have a bachelor's degree (including equivalent academic qualifications), have been engaged in human resource management for more than 3 years, and have obtained a graduation (completion) certificate after formal training. (3)? Master's degree in law, human resource management and economic management (including equivalent academic qualifications), determined to engage in human resource legal consultation, received formal training and obtained graduation (completion) certificate. ?
Two? HR Manager (HR? Resources? Management? Division) refers to managers engaged in human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management, and labor relations management.
Dr. He Zhigong, a human resource expert, believes that the certificate of human resource manager should cultivate four abilities: First, the academic level should reach master's degree or above, and it is necessary to understand how the human resources of large international companies have developed. Secondly, as a human resource manager of an enterprise, lack of new ideas and creativity will be a fatal weakness. Human resource managers should constantly provide strategic advice to the top management of enterprises. Thirdly, as a human resources manager, since you know that an issue is very important, you should convey your influence through your direct boss, such as the director or general manager of the human resources department, and your direct subordinates, such as the recruitment manager and salary manager. Fourthly, human resource managers can only express their thoughts and research results vividly and accurately, and their views can be enabled by the company's decision-making level.
*? f4？ r，？ ~.？ r？ |; ? s？ According to the investigation and analysis of IPMA (China) Institute of Human Resources, with the continuous improvement of the status of human resources, an excellent human resources manager should not only be an expert in personnel management, but also be familiar with the personnel management process of an organization or enterprise, understand the relevant laws and policies of the government, and expand his role to: 1. Business partners, familiar with the business, participate in the formulation of business plans to ensure the effective implementation of business plans; 2。 Leaders, exert influence, coordinate and balance the relationship between the requirements of organizations or enterprises for employees' responsibilities and contributions and the needs of employees for wages and benefits; 3。 Change agent, assisting management to plan and handle changes effectively. . ? t7？ {2? L*？ F 1？ w 1？ n？ 1? n)？ l
At the job fairs in recent years, the position of "human resource management" frequently appeared in front of many job seekers. According to relevant experts, human resource manager is one of the few occupations that continue to be bullish.
*? L+？ r6？ ^6? h:？ I2？ X4？ W? Around 1998, many large domestic enterprises gradually realized the importance of attracting, using and retaining talents, and these topics are the professional scope of human resource managers. As a result, many enterprises have set up human resources departments, and human resources managers have become tight. Some universities in China have also set up human resource management majors. Up to now, the division of labor in this profession has been refined. +? P$？ C'? h0？ Is it? t+？ g & amp？ n，？
The work of human resource manager is very different from the previous personnel management, mainly because it is more professional. Human resource managers are mainly engaged in employee recruitment and selection, performance appraisal, salary and welfare management, and labor relations coordination. Since 2003, the state has carried out the professional qualification certification of enterprise human resource managers nationwide, which has been listed as an occupation with employment access system by the state, and it is stipulated that employees must hold certificates.
#? R$？ j，？ E5？ I (? \"? C2？ t，？ |9? F*？ c？ Enterprise human resource managers have three professional levels, namely, assistant human resource manager, human resource manager and senior human resource manager.
; ? [-? K*？ F6？ w(？ s！ ? K+？ D4？ f？ Definition of occupation:? Professional managers engaged in human resource planning, employee recruitment and selection, performance appraisal, salary and welfare management, encouragement, training and development, and coordination of labor relations. ? e？ _'? What? ]4? X
Characteristics of professional ability:? Have certain learning ability, communication ability, coordination and cooperation ability, problem solving ability, computing ability and information processing ability.
& amp？ u，？ A8？ u7？ Me? k5？ c？ B? j？ Training assessment mode:? Face to face teaching method; The way of being a student.
5? B0？ d5？ x%？ d，？ t & amp？ f4？ `? Identification method:? It is divided into theoretical knowledge examination and professional skill examination. Theoretical knowledge examination adopts closed-book written examination, and professional skill examination is conducted according to the needs of each skill level. Both the theoretical knowledge test and the professional skills test adopt a percentage system, and those with a score above 60 are qualified. Human resource managers and senior human resource managers must also conduct a comprehensive evaluation.