What is the personnel system in the factory now?

The work of administrative personnel department and how to be a competent administrative personnel department. As the employee department of the company, the administrative personnel department shoulders the management responsibility of the whole company. She not only provides a service platform for the normal operation of the company, but also provides various support and services for all the activities of the company. The quality of her operation is directly related to the standardization process of the whole company, but in real life, this department has been criticized by other departments and personnel. The reason is that her work is mostly service, and her work performance has no obvious results. It can't be quantified in job evaluation, and it is generally easy to be ignored by the boss. In some companies, it is even considered dispensable by the boss. So at present, the head loss in this department is much greater than that in other departments. Then I'll talk about the work of the administrative personnel department and how to be the director of the administrative personnel department (office director). First of all, let's talk about the responsibilities of the personnel administration department: 1. Be responsible for the administrative management and daily affairs of the department, assist the general manager to do a good job of comprehensive coordination among departments, implement the company's rules and regulations, communicate internal and external contacts, ensure the release and submission of information, supervise, investigate and implement the matters decided in the meeting documents, and discuss and revise the organizational system and work responsibilities of the whole company. 2. Human resource management and development (1), organizational structure design, job description, manpower planning and attendance management. (2) Recruitment and use: provide relevant information about job analysis, make the department's human resources plan consistent with the organization's strategy, interview candidates to make the final decision on employment and appointment, make decisions on promotion, transfer, reward and punishment and dismissal, prepare job analysis and job analysis, and formulate human resources plans. Through these, the "personnel" within the enterprise can adopt scientific methods to arrange employees to suitable positions according to job requirements and realize human resources. (3) Remuneration for work: formulate a reasonable remuneration and welfare system, reward employees for their work and reward them according to their work, and affirm and guarantee employees' work achievements through remuneration, insurance, welfare and other means. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance. (4) Training and development: There is no doubt that the current market should be the competition of product quality, in the final analysis, the competition of talents and the overall quality of enterprises. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise, pursue all-staff Excellence and people-oriented management. Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for the development of employees, standardize the guidance of on-the-job training development, improve employees' behavior and reach the expected standards through training development. (5) Personnel assessment: mainly responsible for job assessment, satisfaction survey, research on job performance assessment system and intention evaluation system, formulate disciplinary reward and punishment system, and formulate performance assessment standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the operating efficiency of enterprises. 3. Be responsible for the revision, formulation, inspection and supervision of the company's rules and regulations. Using the management mode of combining rigidity and flexibility, we should formulate a set of management system that conforms to the enterprise itself, and use the profit-oriented organizational system to forcibly conduct command, control, command and rigid management to achieve the goal. 4. Responsible for general management, without logistic support, it is impossible to ensure the stability and normal production. First of all, we should formulate relevant systems to strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets, sanitation, environment and vehicles. 5. Security Strengthen the management of personnel access, official visitors, vehicles access, fire safety, anti-theft and disaster prevention, and occupational safety protection. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a safe and peaceful working and living environment, and ensure the safety of life and property of employees. 6. Emphasizing the enterprise spirit and establishing the company's corporate culture can not only reflect the strategic objectives, group consciousness, values and ethics in the company's production and operation activities, but also condense employees' sense of belonging, enthusiasm and creativity, and guide them to work hard for the development of enterprises and society. At the same time, corporate culture also has two binding forces, one is hard binding force and system, the other is soft binding force and intangible, that is, active corporate cultural life, good living environment and amateur culture. 7. Shaping corporate image (1) and corporate spirit image has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and sense of honor in the enterprise. (2) The corporate environmental image is the premise and foundation for the smooth production and operation activities of enterprises, because it creates a good corporate environment, and fully understanding the characteristics of the corporate environment is the basis for creating a good corporate environment. (3) Enterprise employee image formulates employee daily behavior norms because good employee quality and image are important elements of corporate image and the concrete implementation of corporate culture. Employees' good appearance, manners, work ability, scientific and cultural level, mental outlook and work efficiency will give the public an overall impression. Second, we need to know the role and position of the head of the personnel administration department in the company. 1, the role of assistant and staff officer: As a middle-level cadre in the company, the head of the personnel administration department should first change his consciousness and understand that he is no longer the housekeeper of the company, not only a partnership with other departments, but also a strategic cooperative relationship with the boss. Since the boss has set up this department, we engaged in personnel should play its due role. In the company's personnel policy, personnel relations and other issues, in order to the overall interests of the company, we should give advice to the boss and become a good assistant and helper of the boss. Only in this way can departments and personnel play a role. 2. Service providers and supervisors: due to the particularity of this department, the nature of the work of departments and personnel is determined, mainly in the following two aspects: (1) providing services for the company's development and employees' lives; (2) As a functional department, check the labor and personnel work of each department and punish violators accordingly. 3. Self-disciplinarian and demonstrator: As the maker and executor of the management system, departments and personnel should be strict with themselves first, and they should be hard while the iron is hot. If you can't be strict with yourself, you can't be strict with yourself, which will have a very bad influence on the prestige of the department. 4. Athletes and coaches: Although the personnel in the personnel administration department are management departments, they are also teams. The company set her up to achieve the company's goals, which requires us to sprint towards the company's goals like athletes and all employees, and give guidance and help to employees at any time like coaches to achieve the company's goals. Third, it finally involves the quality requirements of relevant personnel in this department. Because the main job of the staff in this department is to deal with the personnel of the company, the quality, knowledge, skills and qualifications of the staff in this department are very high, which requires us not only to have a strong sense of service, but also to be good at communication and coordination, to have a certain grasp of the psychology of employees, and to have certain requirements for relevant personnel knowledge and skills. Fourthly, to play the role of this department, it is necessary to do a good job in team management and system management, and establish a 5p human resource management department of the enterprise, that is, a personnel management system based on knowledge, a people-oriented recruitment and selection system, a training system driven by educating people, a people-oriented system and a salary incentive system aimed at retaining people. Five, at present, the personnel administrative department and personnel will eventually help solve the enterprise "should not come, should not come again; The abnormal phenomenon of "not going and not going" involves the company's management system, recruitment system, performance management, salary policy, corporate culture and so on. Specifically, the personnel administration department is how to do a good job in recruiting, educating, employing and retaining people. In a word, the ultimate goal of the personnel administration department is to ensure the normal operation and stable production of the company and create economic benefits for the enterprise, which is also the value of the personnel administration department. As the person in charge of a personnel administration department, if you can't master most of the above knowledge and skills, it is impossible to do a good job in this department, let alone create economic benefits for enterprises. Of course, if a person is brilliant but has no spirit of struggle, it is difficult to be qualified for the position of department head. This requires the vision of the employer, and people with vision will definitely know heroes! May you, a man of insight, prosper and develop together with your enterprise. Remarks: hqm 472 1- Assistant Level 3 answer. I hope it helps you.