Any work of human resources department is carried out around the strategic planning of enterprises, and once it deviates, it will lose its meaning. Therefore, it is necessary to communicate with the company's top management, clarify the company's strategic planning, and establish organizational structure and rules and regulations.
Second, clarify the corporate goals of the year.
The strategy of an enterprise may be great or long-term, but the human resources department must be based on the present, so that the enterprise can operate immediately and achieve its current goals.
Determine the staffing and salary level according to the target.
Third, the construction of human resources department:
1. Recruit personnel in strict accordance with the quality requirements of human resources positions.
2, according to the six modules of human resources training, according to the characteristics of each post division of labor.
Four, the steps of human work:
1. The Human Resources Department cooperates with all departments to describe and analyze all positions in the company, and make accurate work ability requirements and reasonable salary and treatment standards.
2. Determine the recruitment channels of each position, and adopt different recruitment methods between different positions to achieve the goal of fast, efficient and economical.
3. Establish a reasonable and efficient training system;
(1) Do a good job in pre-job training for new employees to reduce the error rate and turnover rate after taking up their posts.
(2) Strengthen on-the-job training and improve the training of on-the-job personnel, improve their business ability and management ideas, supervise the training process, and make effective comments and reports on the training results, so that the process is effective and the results are true.
Zhitong talent network job information
Chicken 4, establish a performance management system:
(1) After the job responsibilities and salary are determined, the employee's work situation is determined through performance appraisal.
(2) On the basis of the results of performance appraisal, strengthen training in view of the shortcomings in the work, so as to improve the overall ability of employees and the competitiveness of enterprises.
(3) Make long-term and short-term career plans for employees with outstanding performance appraisal, and promote outstanding employees through competitive recruitment mechanism.
(4) Strengthen the reward and selection mechanism for outstanding employees and strengthen the company's talent reserve.
Verb (abbreviation of verb) constantly adjusts the system, salary, personnel requirements and assessment system according to the assessment results and the company's development.
Question 2: How does HR work in the new company? A few days ago, I attended a peer association and met a person who looks like me. We are all monkeys. This man joined a private enterprise in Wenzhou 1 years ago. The management position of this enterprise is relatively weak, the old employees are old-fashioned, and the company is relatively large, but the profit is not high. At dinner, the man said that his work in the current enterprise was not smooth, and his irritability was beyond words. For example: 1, he wants to promote some work, and the boss agrees with his idea, but he thinks that the boss's actual support is not enough, which leads to the boss's old ministers' uncooperative, and a lot of work cannot be carried out. According to his understanding, he thinks the boss needs to change his working ideas and methods. He is in a hurry, but he doesn't think the boss is in a hurry. He said: I have helped the boss think it over, and there are ways and measures. I've done the math for him. Enterprises don't make money and must change immediately. He said: why did I join this company at that time? It was because the boss said that he wanted to reform. Now it seems that this is not the case. The boss is too slow. I have been in this company for 1 years. I can't wait. If there is no change during the year, I will leave. After listening to this, we advised him to be more patient, to face up to the reality, or whether the boss has any difficulties, to understand the boss more and so on. But I thought to myself, this is really a typical case of HR entering a new unit and some acclimatization. So how should HR work in the new company? Let me share my humble opinion: 1. To a new company, we must first understand all aspects of the new company: corporate culture, institutional system, business process, business style, and at the same time understand the company's ecological environment and interpersonal relationships. Don't rush to change or reform, but really understand the company first, not just the superficial understanding. Ren used to work for a new employee for a few days, but he wrote a book about Huawei's business strategy: if this person has mental illness, it is recommended to send him to hospital for treatment; If you are not sick, it is recommended to dismiss. Ma Yun also wrote a few days ago that new employees are not allowed to make big suggestions at the company level within one year. Their practice just shows that it takes time for new employees to really understand the situation of the enterprise. It is meaningless not to really grasp the lifeblood of the quasi-enterprise in a year or so and not to make actual changes and reforms to the enterprise. 2. Be clear about yourself: what to do, what to do first; What can and cannot be done; What to do and what not to do. Don't just stand on your own or just the point of view of the matter itself, but stand on the boss's point of view and look at the problem comprehensively. Sometimes you will blame the boss for not supporting or not supporting enough, probably because you don't know the boss's difficulties and many factors involved. In short, sometimes things may not be as simple and natural as you think. 3. It's good to hope to do more work, and it's understandable to hope that the company is in a good mood, but remember not to overstep its authority and cross the line, and make clear its position. Some things have nothing to do with you. Especially in China, it is easier to be sensitive to the hierarchy and the distribution of power in each block. Don't think that your carelessness is intentional by your boss and colleagues. 4. Be patient and don't be impatient, especially for enterprises with complex internal environment and conservative culture. They must be prepared for a long struggle. They should not give up or break out too much when they hit a nail, but learn the skills of struggle. If the interpersonal relationship within the enterprise is complicated and there are factional disputes, don't mix up and do things honestly. Yu of New Oriental said, "I was asked what to do in the face of the company's complicated interpersonal relationship. My answer is: interpersonal relationships are everywhere. As long as your heart is simple and everything is simple, do what you think is right, don't participate in right and wrong, do what you think is right, and don't do anything that goes against your own principles and caters to others. Get along well with colleagues, don't talk about others behind their backs, and mention that others praise you, so that you can be a man and do things. " 6. Take advantage of the trend, take advantage of the trend, no matter the situation of the boss or the situation of the employees, turn the work you want to do into what the boss wants to do or what all employees want to do. Human resources work can be divided into technology, morality and potential. How to do surgery refers to the specific working methods; What the Tao is and what to do is the thinking and planning of the work; When to do things, enterprises should not be divorced from reality. Only by choosing the right time to do the right things and guiding them according to the situation can they be effectively implemented. The above opinions, I think, are also suitable for new employees in other positions to work in new units for reference, hoping to give some reference value.
Question 3: How do human resource managers work 1? First, understand the working conditions, systems and related points of each module;
2. Understand the company's overall manpower strategic planning and the company's future talent use;
3. Set up the human resources department to complete the allocation, and now there are only salary, performance and training; Lack of important basic modules: recruitment, employee relations; The employee relationship of the 800-person company is very important, which is an important infrastructure link; In addition, the market liquidity of sales and technical support personnel is large, and it is difficult to ensure the increase of turnover supplement valve and personnel needed for business change without recruitment module;
4. Organize the existing human resource processes and understand the operation of each module;
5. Promote corporate culture, strengthen the cohesion of the company as a whole, and create its own temperament and cultural atmosphere;
6. Establish employee communication mechanism to communicate with existing employees. Find problems and solve them;
7. Strengthen the effectiveness of training;
8. Understand whether the salary structure is reasonable and manage the matching between the existing structure and the enterprise;
9. Understand the effectiveness of performance management. For production and processing enterprises, performance basically belongs to quantitative management. How to effectively apply and carry out the overall performance appraisal of the company is an important topic in the human resources industry;
(The above is based on personal work experience, not a standard answer)
Question 4: How to manage human resources well? I don't think so! In fact, people are more expensive, not talents. Tang Jun's talent can be seen everywhere in China, which is over 9 million square kilometers, but there is only one such Tang Jun in the world. Therefore, when it comes to human resource management, we must start with people. In my opinion, doing a good job in human resources must be people-oriented.
One side can't find a satisfactory job, and the other side can't find a satisfactory talent. Today, such talents are ridiculously expensive, and the "employment dilemma" has become a common problem. At this time, the importance of human resources is highlighted.
In fact, talent is around you! Many experts have mentioned that people don't have to pursue very cutting-edge talents if they want to use the right people. Therefore, choosing and using good people is not only a problem for the boss, but also the human resources department should play an important role.
The present situation of human resources department in private enterprises
The survey found that in addition to large-scale enterprises, many small and medium-sized business owners' understanding of the human resources department still stays in the state of the next job in the general personnel department or even the administrative department. They think that this is just recruiting some people and quitting some people. There are many enterprises of this type, and small companies and trading enterprises generally do not have human resources departments. So why do these situations exist? I think there are two reasons, one is the quality of business owners; On the other hand, it is the cost and management of establishing human resources department.
Mr. Liu Shuanggang, assistant to the chairman of Fujian Xintai New Materials Technology Co., Ltd. believes that the traditional human resources department is mainly engaged in recruitment, training, employee development, salary and welfare design and so on. However, with the improvement of the requirements and expectations of modern enterprises for the human resources department, the role of the department gradually has external conditions, which of course has a lot to do with the fact that the human resources department itself is not satisfied with pure administrative functions. He believes that in the next century, the role of human resources department will be transformed into a strategic partner of enterprise management. However, focusing on the current reality, the human resources department still has a long way to go to finally complete this transformation.
It is understood that the group's human resources department is mainly divided into two parts: functional departments and business departments. The functional departments have eight functions: recruitment, training, salary and welfare, organizational development, information system department, employee relations department, security department and employee service department. The other part is in the business department. The human resources part of the business department is mainly responsible for formulating corresponding human resources solutions according to the development of the business department.
In this survey, the author mainly starts with small and medium-sized enterprises, but there are not many enterprises that set up human resources departments like Xintai Group. The investigation shows that private enterprises in our province should strengthen the understanding and cultivation of human resources.
The role of human resources department
To do a good job in human resources management, we must first know the responsibilities and functions of the human resources department. In this survey, the author found that the managers of human resources departments in many enterprises are not clear about the responsibilities and functions of this department.
I believe that the human resources department is an important part of the functional departments of modern enterprises. With the advent of knowledge economy, human resources, as one of the core resources of enterprise competition, play a very important role in establishing the core competitiveness of enterprises in the global and highly market-oriented resource allocation. It is necessary to break through the traditional process function, become the strategic partner of the enterprise and implement the strategic management function.
The focus of human resource management
To do a good job in human resource management, we should mainly do the following: first, training; The second is performance appraisal; The third is to establish a good corporate culture and cultivate employees' sense of identity.
Training is an indispensable link in human resource management. Whether new or old employees, it is a part of enterprise management requirements to unify their thinking and keep pace with the times. In this survey, the manager of a private enterprise pointed out that although training is only a part of enterprise human resource management, it plays a core role in the process of cultivating and strengthening capabilities, and has gradually evolved into an important part of enterprise strategy implementation. Scientific training will continuously improve the personal skills of enterprise managers and employees, promote them to adapt to the rapid changes in the technical and economic environment, improve their ability to handle newer and more challenging tasks, and lay a solid foundation for the realization of enterprise strategic goals. He believes that to do a good job in training, we must first investigate the training needs of students, and it is best to design questionnaires or communicate directly with students as a supplement to the demand survey. Only in this way can we be more targeted and avoid entering the training misunderstanding.
Performance appraisal is one of the main measures to improve work efficiency and reduce internal friction. At present, many enterprises think that performance appraisal is not only ... > >
Question 5: How to do a good job in human resources? If you want to do a good job in human resources, you must ask the leaders for instructions. After fully understanding the intention of the leader, you can do what the leader says. Leadership satisfaction is your greatest success. If you really want to do a good job in human resources, you must first understand the nature of the enterprise, find suitable candidates for the enterprise, and keep files for later use. Another source of executives is headhunting companies, and you should establish business contacts with them. In the company, we should do a good job in the promotion channels of employees and make plans for the progress of each employee. Vigorously carry out employee training and do a good job in internal competition. Understand the change of enterprise's demand for talents, and deliver qualified talents to the needed positions at any time. Set up posts as needed and do a good job in the ideological work of dismissing employees. These are the main contents of human work. From experience.
Question 6: How to successfully reprint a human resource person?
What kind of ability does human resource management need?
First, mental health quality.
A successful manager should be able to adapt to ever-changing things, with strong psychological endurance and good mental health quality. In the face of various pressures, we should be firm-willed, fearless, open-minded, regardless of personal gains and losses, tolerant and forgiving others' mistakes. Only by facing new situations and new problems that may occur in the development and management of human resources with good mental health quality can we adjust our mentality in time and accurately judge the psychology of others. In addition, human resource managers also involve an important aspect, that is, how to use scientific methods to objectively and accurately locate the personality and ability of talents from a fair standpoint, so as to ensure the effectiveness and success of talent selection and use.
Second, the quality of professional knowledge
With the increasing difficulty of human resource management, its degree of specialization and knowledge is getting higher and higher, which requires managers to have more professional knowledge: ontology knowledge, information knowledge, humanistic knowledge and practical knowledge.
Only by mastering the professional knowledge of human resource management, knowing people to be good, using people wisely and appointing people on their merits, and seeking the best combination of people and things, can we gain the respect and trust of leaders and employees, and let everyone have room to display their talents in the effective development and management of human resources, so as to achieve the goal of promoting the coordinated development of human resource development and management as a whole.
Third, management ability and quality.
In addition to professional knowledge and skills, the management ability and quality of human resource managers is another business foundation of their work. As a manager, it is the most basic and important requirement to have qualified management ability and quality, and the management ability and quality of human resource managers have their own characteristics. Quality focuses on comprehensive management ability, written expression ability, language expression ability, observation and judgment ability, communication and coordination ability, pioneering and innovative ability, computer operation ability and so on.
1, comprehensive management ability
The content of human resource management can only be carried out with the cooperation of various functional departments, and information feedback can be carried out through various functional departments in order to understand the situation in time and adjust ideas in time. This special function of human resource management determines that other functional departments are your customers. Human resource managers should establish a good sense of service and provide quality services for all hospital staff. In addition, the human resources manager is also responsible for inspecting and supervising the labor and human resources management of various functional departments. This is a work closely related to people's interests, with high mass and sensitivity. It is necessary to actively guide all functional departments to correctly understand the company's various human resources management systems and policies, and finally reach a * * * understanding, so as to avoid the passive situation that superior policies and systems cannot be implemented smoothly as much as possible. Once differences arise, we should focus on the overall situation, do a good job patiently and meticulously, strive to "seek common ground while reserving differences" and minimize the adverse effects caused by contradictions and conflicts. Qi Xin will work together with Qi Xin to contribute to the development of the hospital.
2. Writing ability
Writing ability is the basic skill of human resource managers. Writing tasks cover a wide range, including systems, announcements, news articles, public relations briefings, letters, related announcements, greetings on greeting cards, etc. As the saying goes, "the writing is like a person", and the high quality of official documents is actually the external expression of the writer's internal quality. It is far from enough to study only writing skills and writing rules. The most important thing is to strive to improve their overall quality. In writing, we should not only accurately express our thoughts and opinions, but also accurately express our attitudes and emotions.
3. Language expression ability
As a human resource manager who often has to deal with all aspects, it is necessary to have strong communication skills. You can use reports, letters, speeches and conversations to express your views; You can also encourage employees by smiling, nodding and patting their shoulders, and show him that you have seen his achievements in various ways; You may also need to lose no time to comfort the disappointed and sad people, so that they can fully appreciate the support and care expressed by your words and deeds. Being good at communicating with people is always an essential quality for human resource managers.
4, observation and judgment ability
The ability of observation and judgment is very important for the effect of human resource management and the human resource management situation of the organization. First of all, we should have a modern concept of human resource management and combine what is happening around us with maintaining good personnel relations, which is accurate ... >>
Question 7: How to start human resource management for the first time? The development direction of human resources specialty
1, make a personnel file of your employees first, and take out the file of the person the boss wants immediately.
2. Understand the salary system of each department.
3. According to some factors of the company, whether to conduct online recruitment, job fair or campus recruitment.
4. Make a performance appraisal scheme suitable for the company according to your own situation.
5. Communicate with the heads of all departments to understand the personnel recruitment plan and see whether to recruit or dismiss employees.
6. In the recruitment planning, it is necessary to assume the turnover rate of each department. Make an appointment after the interview. As soon as the head of the department says he wants to recruit people, he can take them out at once.
7. Make a training plan
8. Try to establish a corporate culture.
9. See what else you can do.
Question 8: How to do a good job in human resources? Our school is a designated institution approved by Chengdu Labor and Social Security Bureau, specializing in professional qualification certification training for human resource managers. We have the ability and experience to provide you with high-standard, high-tech and high-quality training. Since 2003, our school has held four training courses every year, and the training characteristics are mainly given by the personnel who participated in the preparation of teaching materials and test questions. On-site face-to-face teaching+remote satellite interactive teaching. Teachers and students can ask questions and answer them in real time. A strong teaching staff not only has a profound theoretical foundation of human resource management, but also has rich training experience. We will give you targeted training DD, aiming at the test standards and training materials, improve your ability to take the test, and strive to make you easily cope with the test! 1. Applicable object: professional managers in enterprises and institutions who are working or interested in human resources work. 2. HR manager applies (1) and has been engaged in this profession for more than 1 year. (2) Having been trained by the human resources manager of the enterprise in the fourth level of this occupation to reach the required standard hours, and having obtained the certificate of completion (1), and having been engaged in this occupation for more than 6 years continuously. (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) Master (1) has been engaged in this occupation for more than 3 years1. (2) Having worked in this profession for more than 5 years after obtaining the professional qualification certificate of the human resource manager of the third-level enterprise in this profession.
Question 9: How to do a good job in enterprise human resources? Hello, I'm talking to you from the perspective of a human resources manager.
1. First of all, if you are in a factory, you must understand the relevant processes of product production.
2, more contact with people at the grassroots level, so as to grasp what they want, what are the shortcomings?
Be sure to plan everyone's career development. That's for sure. Otherwise, the brain drain is also very serious.
Also, you must understand the company's workflow, so that you can formulate effective strategies for the company's reference.
At the same time, you should set an example yourself. For example, your plan stipulates that you must take the lead in doing it well. Because it is not done well, others will have reasons not to implement it.
Do a good job in five aspects of human resource management in modern enterprises: first, according to the required personnel conditions determined by enterprise goals, through planning, recruitment, examination, assessment, selection and acquisition of the personnel needed by enterprises. Secondly, through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, thus forming a high degree of cooperation and coordination, giving play to collective advantages and improving the productivity and efficiency of the enterprise. Then through a series of management activities such as salary, assessment and promotion. Only in this way can we maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees have a safe, healthy and comfortable working environment in the workplace, thus enhancing employees' satisfaction and making employees feel at ease and satisfied with their work. There is also a comprehensive assessment, appraisal and evaluation of employees' work performance, labor attitude and skill level, which provides a basis for making corresponding decisions such as rewards and punishments, promotion and demotion, and staying. Finally, through employee training, job enrichment, career planning and development, the quality of employees' knowledge and skills can be improved, so that their labor ability can be enhanced and brought into play, personal value and contribution rate to the enterprise can be realized to the maximum extent, and the purpose of common development of employees and enterprises can be achieved. How to manage human resources well: first identify. HR should use essence one before criticizing subordinates. Put forward the advantages of the employee first, pave the way for criticism, and relax the pressure resistance before criticizing him. Remember: even the most considerate person doesn't like to point out what he did wrong. Recognize his 1-2' s excellent work first, and let him know that you appreciate him as a superior, so that he will sincerely accept criticism, otherwise he will hold back his grievances. Two: lead by example. It is necessary for human resource managers to establish prestige in front of their subordinates and set an example. Your manners, appearance, clothes, private life, and how to treat your wife and children. Will become a topic of discussion for subordinates. Sometimes you think things are strange, but it's true that good things don't go out and bad things spread thousands of miles. "Have you heard? He hit his wife last week. " A similar scandal will soon spread. Therefore, as a subordinate's boss, we must lead by example, be consistent in words and deeds, and be consistent in appearance. On the other hand, if the leader's behavior is not good, the subordinates will not have good behavior. Three: Cultivate one's own people. As a human resources manager, the human resources work you manage needs the strong support of the team. If you don't have your own people around you, it's always a discount. Cultivating one's own people does not require you to form gangs, but to cultivate subordinates who can do things for you, take the lead and solve problems. You can tolerate his shortcomings, encourage him to do things at ease, solve problems for you and trust him, so that you will have more opportunities to deal with other problems. Four: Do things with EQ. People who do human resources should have IQ, and more importantly, EQ. HR can communicate with people happily, handle emotions properly and be liked by people by using emotional intelligence management at work. In American business circles, most personnel directors believe that "IQ enables people to be hired and EQ enables people to be promoted". In today's increasingly fierce market competition, people who get the best results are often not people with high IQ, but people who can control their emotions. Five: create a harmonious environment. The human resource manager should stay in the enterprise for a long time and do it steadily, so that most employees will agree with you and benefit from human resource management at the same time. HR should be good at creating environment. If an enterprise or department has a harmonious and good soft environment, its members will have a positive working attitude and motivation. The harmonious environment of enterprises requires HR to establish a good communication mechanism, build a good organizational platform and design a more humanized management system, which has a significant effect on the behavior of managers and employees, especially their work attitude, job satisfaction, work performance, motivation and creativity. Six: Be a crystal ball HR manager. ......& gt& gt
Question 10: The interviewer asked: What would you do if you came to manage human resources? I am the human resources manager of an enterprise. Since you are a "department manager", you must know the organizational structure of the "human resources department" and the responsibilities of the manager, and at the same time implement all the responsibilities. A clear organizational structure and clear responsibilities are the basis of all management work. The responsibilities of the HR manager are as follows:
(1) According to the career development, plan the company's human resources strategy, maximize the development of human resources, and enhance the company's human resources value;
(2) Establish and improve the company's human resource management system and management system, and promote the implementation of the human resource management system and management system;
(3) Establish or improve the company's human resource management process, and guide the deployment of related work according to various systems and processes;
(4) Establish human resources information system and talent information base to improve the efficiency of human resources work;
(5) Establish internal and external communication and coordination mechanisms to ensure the smooth development of various human resources work.
As a manager of the human resources department, we should not only be clear about our responsibilities, but also be brave enough to bear the responsibilities we should bear.