Human resource planning process:
First, investigate, collect and sort out all kinds of information related to the strategic decision-making and business environment of enterprises.
Two, according to the actual situation of enterprises or departments to determine their human resources planning period.
Thirdly, on the basis of analyzing the influencing factors of human resource demand and supply, the supply and demand of human resources are predicted by scientific methods.
Fourth, formulate the overall plan and various business plans for the balance of supply and demand of human resources, and put forward various specific adjustment policies and measures respectively.
Five, according to the problems in the implementation process, constantly adjust the plan.
◇ Recruitment and selection process:
1. The Human Resources Department collects the recruitment application forms for a certain period and draws up the recruitment plan, which includes:
1, job title and quota.
2. Limited qualifications.
3. Draw up the way of appeal.
4, determine the data review method and processing date (deadline).
5. Examination method and process arrangement (including interview supervisor arrangement).
6. Site layout.
7. Preparation (notice, company publicity materials, etc. ).
Second, the appeal:
The human resources department will inform the public and job seekers of the recruitment news according to the appeal methods to be adopted, such as newspaper solicitation, online recruitment and peer recommendation.
Third, credit processing:
1. After the complaint message is sent, receive the application materials, and notify the candidates to come to our company for an interview after passing the examination.
2. Unqualified application materials shall be filed for one month and then destroyed. At the same time, a "thank you letter" was sent to those who were not admitted.
Fourth, the interview:
1. The person in charge of the application department, the person in charge of the personnel department and the person in charge of the approval authority will interview the candidates separately or jointly, and fill in the "Interview Record Form".
2. Some positions that need a written test must be written first and then enter the interview stage after passing the written test. Professional examination questions are drawn up by the examination department.
3. Analyze the Interview Record Form, and the interview team members determine who will enter the second interview.
4, determine the second interview time, notify qualified personnel to participate in the second interview.
Background investigation of verb (verb's abbreviation);
After the interview, make a preliminary decision on the candidate, depending on the situation, and do an effective background investigation.
Sixth, physical examination
Arrange the time and place of physical examination for the selected personnel, and only those who pass the physical examination can be hired.
VII. Evaluation of results:
The Human Resources Department negotiates the registration date with the department manager, and issues a "registration notice" to those who pass the examination, and arranges the relevant preparations for pre-job training.
Staff training and development process:
I. Demand survey:
1. The department manager draws up the training plan, training outline and training contents according to the training needs of the employees in the department, and submits them to the Human Resources Department for filing in advance.
2. According to the actual training needs of employees in various departments of the company, the Human Resources Department shall summarize and report to the general manager of the company for instructions.
3. According to the types of students, establish training objectives and choose targeted training methods. Pre-job training, on-the-job training and off-job training can be adopted.
Second, the preparatory work:
1. Make a feasible training plan according to the training objectives.
2, and each department manager agreed to participate in the training of specific personnel and time.
3. Each department arranges and informs employees to participate in the training according to the training plan and employees' working conditions, and reports the training list to the Human Resources Department.
4. The Human Resources Department is responsible for designing training courses, selecting training methods, selecting teachers, determining training budget, and preparing training venues and materials.
5. Employees should attend the training in strict accordance with the scheduled time, and must not be late, leave early or absent without reason.
Third, implement training:
Report the training plan to the general manager of the company, and the human resources department will implement the training plan after obtaining the approval of the general manager.
Iv. evaluation:
1. Investigate and analyze the training process, get the training effect evaluation, and improve the training plan.
2. After the training, the Human Resources Department will arrange the evaluation. The form of effect evaluation is a combination of written questionnaire, oral question and answer and spot check. (Spot check refers to the random evaluation conducted by the Human Resources Department on whether the trainees have applied the contents of training courses to practical work. )
Five, each time the evaluation is unqualified, according to the evaluation system; Excellent candidates will be rewarded as appropriate.
Six, the human resources department to establish employee training files, including training courses and evaluation results. The assessment results of this training will be used as the basis for selecting outstanding employees, promoting employees and adjusting wages.
Seven, training effect evaluation, tracking and investigating the effect of each training, analyzing whether the training management method is applicable, and constantly improving the training system and training procedures.
Performance evaluation process:
First, establish a reasonable performance appraisal system on the basis of job analysis. For example, determine the scope of assessment.
Evaluation principles, specific evaluation methods and evaluation standards, etc.
Second, the human resources department regularly arranges the performance appraisal of each department according to the system.
Three, the establishment of the performance appraisal team, in principle, by the department manager to assess the members of the department, under certain circumstances, cross-examination between departments, and urge the effective cooperation and supervision between departments. The human resources department conducts effective supervision.
Fourth, the implementation of performance appraisal:
1, in the assessment, the responsibilities of the human resources department:
(1), the supervision and restraint on appraisers;
(2) Assessing the handling of complaints;
(3) discuss the performance appraisal indicators set by each department;
(4) Review the evaluation system every six months, and revise the evaluation system and indicators as appropriate.
2, in the assessment, the department manager's responsibilities:
(1), the manager of each department is the person in charge of the evaluation of department members, and the specific evaluation procedures are implemented;
(2) The specific evaluation steps are specified in the detailed rules for evaluation of each post.
Verb (short for verb) Performance interview:
1. Managers of all departments must arrange performance interviews within one week after the evaluation. And submit the original interview record to the human resources department within 10 days after the exam, and the department will keep a copy.
2. The Human Resources Department collates and analyzes the "Performance Interview Form", and the contents of the interview record will serve as a reference for employees' next performance improvement goals and training arrangements.
◇ Salary and welfare management process:
First, the establishment of post evaluation system:
1. Evaluate the basic requirements of each position according to the company's strategic planning and annual business plan.
2. Establish salary management system and post evaluation plan, analyze each reference factor and its weight, determine the value of each post evaluation point, and measure the relative importance of each post.
3. According to the score distribution of post evaluation, classify each post, establish the salary grade system, and determine the salary grade corresponding to each post.
Second, evaluate the salary level of the on-the-job personnel in each position:
1. Each department evaluates the existing positions, analyzes the nature and content of employees' work, past performance and experience, and submits the analysis results to the Human Resources Department.
2. With reference to the post evaluation opinions submitted by various departments, the Human Resources Department evaluates the post value of the recruits according to the various elements of the post evaluation scheme design, and formulates a scientific, reasonable and feasible salary level.
Third, establish the salary structure and standards:
1, according to the company's strategy and profit target, with reference to the market wage rate and the company's affordability.
Determine the salary level standard of the company. When determining the salary standard, it should reflect its fairness, competitiveness, incentive, economy and legitimacy.
2. Determine the ratio of fixed income to variable income of each position.
3. Determine the fixed income standard of each position.
4. The manager of each department will report the post evaluation grade and salary implementation standard of each department to the Human Resources Department for preliminary examination, and the general manager will finally approve it.
5. The new employee shall implement the salary standard during the probation period.
6. Conduct specific salary payment operations.
7. Establish salary files for all positions in the company.
Four. Salary adjustment of each post and annual salary adjustment:
1. The Human Resources Department is responsible for the specific post management of each department, including adding or deleting posts, modifying the content and authority of duties, and modifying employees' personal salary files according to the changes of posts or duties.
2. According to the actual business situation of departmental functions and the post responsibilities of departmental personnel, each department puts forward suggestions on the adjustment of personal salary.
3. The human resources department collects and sorts out the analysis results of salary data, comprehensively considers the salary adjustment suggestions put forward by various departments, and submits them to the general manager for approval in combination with the performance appraisal results of employees. The human resources department adjusts the employee's personal salary file according to the approval instruction.
4. The Human Resources Department will implement the adjusted salary standard according to the date stipulated in the salary system.