Personnel work is the development of human resources. In fact, it is very simple, that is, the work of people and things. However, human resource management with a certain degree of development is more professional. At present, the six modules are: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Assessment and evaluation; 5. Salary and welfare management; 6. Labor relations. There are eight more modules that you may not need yet.
If you are a newcomer in this industry, you must have a flexible mind, an objective working attitude, the ability to deal with general problems and good interpersonal skills. As for other professional knowledge, we should learn it slowly in our future work. An undergraduate majoring in human resources should know nothing when he first takes up his post, but he should study hard no matter what kind of foundation he has.
Personal qualities necessary for human resources: communication and expression ability, interpersonal skills, flexibility and meticulous and responsible work attitude.
2. What are the professional knowledge of personnel?
Personnel work is the development of human resources. In fact, it is very simple, that is, the work of people and things. However, human resource management with a certain degree of development is more professional. At present, the six modules are: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Assessment and evaluation; 5. Salary and welfare management; 6. Labor relations.
There are eight modules, which you may not need now. If you are a newcomer in this industry, you must have a flexible mind, an objective working attitude, the ability to deal with general problems and good interpersonal skills. As for other professional knowledge, we should learn it slowly in our future work. An undergraduate majoring in human resources should know nothing when he first takes up his post, but he should study hard no matter what kind of foundation he has. Personal qualities necessary for human resources:. .
3. What does the personnel department need to know?
First of all, you must have the ability to handle official documents, such as official document writing.
Second, we must have certain communication skills, including internal and external communication; Internally, it is divided into intra-departmental communication and inter-departmental communication, which involves your coordination ability.
Third, we must have certain organizational skills, including basic organizational skills, such as meeting organization and activity arrangement, in addition, we must also have organizational skills of the internal structure of the enterprise, such as personnel arrangement, departmental arrangement and instruction transmission.
Fourth, we should have certain expressive ability, including language expressive ability.
Fifth, we must have a certain mind; This is very important.
Sixth, we must have certain decision-making ability.
Seventh, you should read a lot of books every day, and have the ability to collect, feedback and handle current affairs, politics and social information.
The following is the content of learning by time period: 1-7 days of laws and regulations.
All personnel engaged in human resource management should understand the laws and regulations of human resource management design. Familiarity with laws and regulations is also the basis of human resources work. The following are some commonly used laws and regulations: Labor Law of People's Republic of China (PRC) and People's Republic of China (PRC) (emphasizing understanding) and Company Law of People's Republic of China (PRC).
People's Republic of China (PRC) individual income tax law People's Republic of China (PRC) occupational disease prevention law People's Republic of China (PRC) trade union law People's Republic of China (PRC) local regulations 8- 15 days business work
The so-called transactional work is the daily work content of human resources:
For example, checking emails, frequently visited website content, labor relations management, provident fund management, and signing labor contracts all require work experience.
In fact, you can be a human resources specialist at this time, so that you can be familiar with many basic contents of the daily work of human resources management.
16-30 days basic knowledge of human resources
It took about half a month to design the basic content of human resources, so that in the first half of the work, you will find that you just don't understand a lot. At this time, you have a strong desire to learn, and the learning efficiency at this time is very high, because you don't know anything. You must learn the basics of human resources. You need to know the development of human resource management, basic work analysis of human resources, job analysis, how to recruit, what is performance appraisal, what is salary management, what is welfare and what role welfare plays in salary management. At this time, your knowledge can be enriched at once. 3 1-60 days human resource workflow and scheme design principles
This month, you need to learn more. I have listed it. After learning these, you can be a human resources supervisor.
As a recruitment supervisor, you need to learn: 1, the method of resume screening; 2. Analysis of the statement of work; 3. The design of employee quality model;
4. The construction of employee quality evaluation standard system;
5. Design interview procedures, interview questions and evaluation criteria; 6. Understand the common interview methods;
7. Understand the organization and implementation of common interview methods; 8. Will design several commonly used interview method guides; 9. Analysis of recruitment channels; 10, recruitment effect analysis;
The main content of being a training supervisor is: 1, and I can do training demand analysis.
2. Training plan and course design of enterprise employees; 3. Design of training system;
4. Design and method of training evaluation and effect evaluation. 5. A training effect evaluation report will be written.
4. What knowledge and skills do you need to master in personnel work?
Need to master the following knowledge and skills:
1. Need to master some basic computer knowledge;
2. It is necessary to understand the relationship between various positions in the enterprise and the specific job responsibilities of each position;
3. According to the needs of the enterprise, formulate relevant management systems: attendance system, performance appraisal system, salary organization, personnel entry to departure process and related information;
4. Understand the "Labor Law" to deal with employee labor relations.
Personnel responsibilities:
1. Responsible for the administration and daily affairs of this department;
2. Assist the general manager to do a good job of comprehensive coordination among various departments and implement the company's rules and regulations;
3. Communicate with internal and external contacts to ensure that the superior situation is issued and the subordinate situation is reported;
4. Responsible for supervising, investigating and implementing the matters decided in the meeting documents, and discussing and modifying the organizational system and post responsibilities of the whole company.
5. What knowledge should human resources learn?
1, I. Human resource management:
Under the guidance of economics and humanism, it refers to a series of activities to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, meet the current and future development needs of the organization, and ensure the realization of organizational goals and the maximization of member development. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance.
Second, the human resources planning:
When it comes to human resource planning, many human resource managers in China have mixed feelings and some are at a loss. It is not that these human resource managers are inexperienced, but the actual situation of Chinese enterprises restricts and restricts the development of human resource planning to a certain extent. In recent years, we have seen that enterprises in China have paid more and more attention to human resources, but we still have a long way to go to rise to the perspective of human resources strategic planning. Many enterprises are still in the stage of personnel management. Just like I once went to a company for an interview with the director of human resources, I asked the general manager, "What is your company's five-year development plan and human resources goals?" The general manager told me that the company's development plan basically has nothing to do with human resources. You just need to do your recruitment and basic management well. This sentence may reflect the blank understanding of human resources by many enterprise decision makers. Perhaps the reason for this phenomenon is that the values and ethics of enterprise decision makers play a key role in the planning and construction of enterprise human resources. Looking through history, it is found that the life cycle of enterprises that focus on profit, rather than culture and people, will not be too long.
Third, recruitment and configuration:
If an enterprise wants to develop, it must recruit more excellent talents to join in, so that the whole human resource process presents a virtuous circle of development. In China, especially in the north, recruitment and manpower allocation are obviously not so reasonable. When we are ready for the recruitment of relevant positions, many HRMs have forgotten the most important question, that is, what kind of outlook on life, values and world outlook should the people we recruit have? Because the time and speed of their integration into corporate culture is an important basis for testing the recruitment effect. Many of our human resources managers have forgotten this.
Another interesting phenomenon is that experience is more important than ability. Now is the era of open economy and high-speed information flow. We don't know how much work experience 30 years ago can contribute to the development of enterprises. Many foreign companies are recruiting in China. What can you do when you join the company? What kind of development do you want? Most of the questions asked by enterprises in China are what they have achieved in the past and what they have achieved now. China now has a 32-year-old CEO of a listed group, a 19-year-old general manager, and seven years to become an enterprise that the world looks down upon ... There may be too many such examples. How to balance practical ability and experience is a problem that both human resources and bosses should consider.
Fourth, training and development:
As a way of welfare and talent training, training has attracted much attention in many enterprises. I have been a trainer for three years. I have given lectures in many enterprises, met many trainers and met many friends in the consulting industry. However, in our practical application process, both external training and internal training have their relative shortcomings.
Foreign training: the enterprise has spent a lot of money to consult the company's experts and scholars to tailor a set of programs for the enterprise itself. During and after training, you may maintain your enthusiasm for a few days. After a few days, the problem remained as if nothing had changed. Why? Many of our bosses don't know what kind of courses and training can be entrusted to the outside. What kind of training must be completed within the enterprise? What should be the follow-up work of the enterprise itself after training abroad? In addition, many foreign training institutions are simply irresponsible. A famous expert once told me personally: "I just make money by mouth, and the life and death of the enterprise has nothing to do with me."
Verb (abbreviation of verb) performance management:
This module is the boss's favorite and the employee's most annoying. It is an irreconcilable contradiction that involves the gain and loss of interests. Since it can't be reconciled, as HR, our work seems to show the achievements that the boss generally agrees with at this time. Pathetic!
A good performance management system can help the healthy development of enterprise internal management to a great extent, that is, at this key point, our enterprise management and human inferiority are more obvious. We are learning and applying many advanced foreign management methods. Why is the effect not so obvious? For example, the once very popular 5S, 6Sigma, 360-degree evaluation, Haier's daily life, Nissin and so on. There is a simple reason. We don't know the specific indicators and weight ratio of KPI in each position. Busy for a long time, I found it was a waste after careful summary.
Six, salary and welfare management:
Money is not everything, but you can't do anything without it. Speaking of this, it seems that the boss and HR have been pushed to the forefront. I don't want to say more here, but I just want to tell the company's decision makers that the most common reason for China's job-hopping in recent years is dissatisfaction with salary and benefits. We all analyze the reasons carefully. If you can't enjoy the profit, I believe you can't enjoy the wisdom and creativity of employees.
Seven, labor relations management (employee relations management):
The most difficult piece to deal with, light is peaceful, heavy is the court. If it is good, everything will flourish; if it is bad, the larger foe will break out. I just want to say, do things according to law and let everyone be grateful.
Academic circles generally interpret the core idea of human resource management to help business owners master the essence of employee management and human resource management.
6. What knowledge should human resources (personnel department) learn?
Hello, I am now working in the personnel department of a company.
If you want to engage in human resources-related work, you can try to take the human resources-related certificate.
I don't know if you want to take the second or third grade exam.
Assistant Human Resource Manager (National Vocational Qualification Level 3)
(1) Engaged in this occupation for more than 6 years.
(2) Having been engaged in this occupation for more than 4 years after obtaining the professional qualification certificate of the human resource manager of the enterprise of Grade IV in this occupation.
(3) After obtaining the professional qualification certificate of the human resource manager of the enterprise in the fourth level of this occupation, he has been engaged in this occupation for more than 3 years continuously, and has been trained by the human resource manager of the enterprise in the third level of this occupation to reach the prescribed standard hours, and has obtained the certificate of completion.
(four) after obtaining a college degree, engaged in this occupation for more than 3 years.
(5) Having been engaged in this occupation for more than 1 year after obtaining the undergraduate diploma.
(6) After obtaining the bachelor's degree certificate, after being trained by the human resources manager of the third-level enterprise in this occupation, reaching the prescribed standard hours, and obtaining the certificate of completion.
(7) Having a master's degree or above.
Human Resource Manager (National Level II)
(1) Managers who have been engaged in this profession for more than 3 years after obtaining the qualification certificate of this professional assistant human resource manager;
(2) managers who have obtained doctoral degrees in this major or related majors;
(3) Managers who have obtained a master's degree in this major or related majors and have been engaged in this profession for more than 3 years;
(4) Managers who have a bachelor's degree in this major and have been engaged in this profession for more than 6 years;
(5) Managers who have a college degree in this major and have been engaged in this profession for more than 8 years;
(6) Managers with technical secondary school education in this major who have been engaged in this occupation for more than 10 years.
However, you should not expect too much from the gold content of the certificate. If you go to a management organization for training, even if you don't meet the requirements, he can help you apply for the exam.
Textual research is only your first step, which gives you some preliminary understanding of the theoretical knowledge related to human resources. In fact, many companies do not look at certificates when recruiting human resources-related positions, but only pay attention to whether they have relevant work experience. So, if you really want to engage in human resources-related work, I suggest you start with practice.
The work content of the personnel department of each company is different. Some companies will have a finer division of labor, while others will be thicker. Like the position I am doing now, many companies don't have "employee relations".
Engaged in personnel work, you need to be familiar with the six modules of human resources. You can choose a module you are interested in for in-depth research. You also need to be very familiar with the relevant laws and regulations of the country, such as the Labor Contract Law, the Regulations on the Interpretation of the Labor Contract Law, the Contract Law and the Company Law. But besides familiarity, you should also know how to use it in practice, because there are complicated things in practice, and many times you will find that you don't know how to start with the laws you remember.
I hope my advice is useful to you.
7. Who can tell me something about personnel work?
1. Formulate and implement the company's human resource planning; 2. Formulate, implement and supervise the company's personnel management system; 3. Recruitment: make recruitment plans, plan recruitment procedures and organize recruitment; Arrange interviews, re-examinations and comprehensive quality tests; 4. Performance evaluation: formulate evaluation policies, count evaluation results, manage evaluation documents, do a good job of communication after evaluation, and dismiss unqualified employees; 5. Incentive and reward: formulate salary policy and promotion policy; Organize salary increase review and promotion review; 6. Company welfare: formulate company welfare policies and handle social security benefits; 7. Personnel relations: handle the transfer of various personnel relations of employees; 8. Education and training: organize pre-job training for employees and assist in handling training and further education procedures; 9. Actively communicate with employees to understand their work and life.