Examination time
It is held in the first half and the second half of each year.
The specific arrangement is:
20 13 national unified examination time for human resource managers:
First half: 2065 438+05 03 19.
Second half: 201311.0617.
Declaration conditions
Adjusted the application conditions of enterprise human resource managers.
(1) A human resource manager of a four-level enterprise (one who meets one of the following conditions)
1, continuously engaged in this occupation 1 year or more;
2. After formal training by the human resources manager of the enterprise of this occupation level 4, and reaching the required standard hours, obtain the certificate of completion.
(2) the human resource manager of the third-level enterprise (one of the following conditions)
1, and has been engaged in this occupation for more than 6 years.
2. After obtaining the professional qualification certificate of the human resource manager of the enterprise of this occupation level 4, he has been engaged in this occupation for more than 4 years continuously.
3. After obtaining the professional qualification certificate of the human resource manager of the fourth-level enterprise in 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 third-level enterprise in this occupation to reach the required standard hours, and has obtained the certificate of completion.
4. After obtaining a college diploma, have been engaged in this occupation for more than 3 years.
5. After obtaining the bachelor's degree certificate, he has been engaged in this occupation for more than 1 year.
6. After obtaining the bachelor's degree certificate, after being trained by the human resource manager of a third-level enterprise in this profession, reaching the prescribed standard hours, and obtaining the certificate of completion.
7. Have a master's degree or above.
(3) human resource manager of secondary enterprise (one of the following conditions)
Human resource sign
1, and has been engaged in this occupation continuously for more than 13 years.
2. After obtaining the professional qualification certificate of the human resource manager of the third-level enterprise in this occupation, he has been engaged in this occupation for more than 5 years.
3. After obtaining the professional qualification certificate of the human resource manager of the third-level enterprise in this occupation, he has been engaged in this occupation for more than 4 years continuously, and has been trained by the human resource manager of the second-level enterprise in this occupation to reach the required standard hours, and has obtained the certificate of completion.
4, after obtaining a bachelor's degree certificate, engaged in this occupation for more than 5 years.
5. Have a bachelor's degree, obtain the professional qualification certificate of the human resource manager of the third-level enterprise in this occupation, and have been engaged in this occupation for more than 4 years.
6. Have a bachelor's degree, obtain the professional qualification certificate of the human resource manager of the third-level enterprise in this occupation, have been engaged in this occupation for more than 3 years continuously, have reached the required standard hours after the training of the human resource manager of the second-level enterprise in this occupation, and have obtained the certificate of completion.
7. After obtaining a master's degree or above, he has been engaged in this occupation for more than 2 years.
(4) A human resource manager of a first-class enterprise (meeting one of the following conditions)
1, continuously engaged in this occupation 19 years or more.
2. After obtaining the professional qualification certificate of the human resource manager of the secondary enterprise in this occupation, he has been engaged in this occupation for more than 4 years continuously.
3. After obtaining the professional qualification certificate of the human resource manager of the second-level enterprise in 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 first-level enterprise in this occupation to reach the required standard hours, and has obtained the certificate of completion.
Examination procedure
First, register with professional skill appraisal institutions or agencies in various provinces and labor and social security departments.
Second, the registration conditions are reviewed by the provincial vocational skill appraisal institutions.
Three, after passing the examination, pay the examination fee, and receive the admission ticket after paying the fee.
Four, to participate in the national examination, the examination room by the provincial occupation appraisal center unified arrangement.
Fifth, after the exam, inform the exam results and issue certificates within three to four months (those who fail can make up the exam).
Examination skills
First, the filling skills
The most common problem of standardized test candidates is that the filling is not standardized, which leads to errors in machine marking. The simple way to overcome this kind of problem is to sharpen the pencil well. Don't sharpen the pencil, it should be thicker, and the pencil should be sharpened into a horseshoe shape or directly cut into a square shape, so that an answer information point can be drawn with only two strokes at most, which is fast and standardized.
Pay great attention to the exam, and don't leave out or misplace the exam subjects and test numbers. After receiving the answer sheet, don't be busy answering the questions. Instead, under the unified organization of the invigilator, the header of the answer sheet is "filled in and painted in two" as required, that is, the name and admission ticket number are filled in with blue or black pencils and ballpoint pens; Black out the examination subjects and admission ticket number with 2B pencil.
Second, the answering skills
Trial coating separation transplantation method. In this way, after receiving the test questions, candidates are not in a hurry to answer on the answer sheet, but first examine the questions and gently mark the answers they think are correct on the corresponding test papers. After reviewing the questions, carefully examine whether the answers you have chosen are correct, and transplant them to the answer sheet in turn after checking repeatedly to make sure that they will not change.
Combination of inspection and coating. This method is that after receiving the test questions, the candidates will review the questions, fill in the corresponding positions on the answer sheet, color them while reviewing the questions, and go hand in hand.
Methods of marking and weighing. This method is that after candidates get the test questions, they will use a pencil to gently record the selected answers in the corresponding positions on the answer sheet (you can gently tick or draw) while reviewing the questions. After confirmation, the recorded answer sheet will be blackened.
Third, guess and answer skills
Multiple choice questions have the possibility of guessing points, which is called opportunity points. This kind of opportunity is equal for every candidate. As long as this opportunity is grasped correctly, the exam will not be unfair.
(a) The opportunity to guess and answer multiple-choice questions.
Standardized exams are mostly single-choice questions, such as four-choice questions. To answer such questions, first of all, we should pay attention to whether there are provisions for deducting points for wrong answers in the description of the questions. If not, don't give up when you encounter a question that you can't definitely choose the right answer. You should guess and answer. If there is a penalty for wrong answers in the description of the test questions, candidates are not allowed to guess and answer a question that cannot be ruled out by interference items. But if you can definitely eliminate one or two interferences, you can guess the remaining options. At this time, the chances of scoring are greater than the chances of losing points.
(B) multiple choice guessing opportunities
Multiple choice questions are not easy to guess, but there are still basic ways to answer them:
(1) Exclusion method: multiple-choice questions are all correct in two or more answers, and there are at most two interference items (errors). Therefore, when encountering this kind of problem, the elimination method is the most common. First, eliminate the options that you think are incorrect, and the rest are options.
(2) Analysis method: Put all four options into the test questions, compare them vertically and horizontally, analyze them one by one, get rid of mistakes and seek truth from facts, and get the ideal answer.
(3) Language sense method: When you can't find sufficient basis to determine the correct option in the answer, you can read the topic silently for several times. If you feel uncomfortable reading and the language is fluent, you can determine the answer.
(4) Analogy: If one of the four options does not belong to the same category, then the remaining three are options. If there are two options that cannot be classified, choose a group of options as your own according to the optimization method.
(5) Inference: Using context to infer the meaning of words. Some test questions should start with the structure and grammar knowledge in the sentence, judge its meaning with the common sense accumulated at ordinary times, infer the logical conditions and conclusions, and then choose the correct options accurately.
Make-up exam instructions
Anyone who participates in the training and assessment of enterprise human resource managers
If you fail a subject in the first exam.
You can make-up exams, make-up exams, and make-up exams that fail.
Make-up exam fee 165(20 12 first-half fee standard)
Note: Candidates' school status is only retained for one semester.
Register website
Professional appraisal centers of labor bureaus in all provinces and cities in China, but many local professional appraisal centers do not accept individual applications, only accept applications from training institutions/schools, which is not comprehensive.
From 20 10, the national vocational appraisal examination is open to individual registration in some parts of the country, which is convenient for candidates to register.
Application process
First, it is registered in the professional skill appraisal institutions or agencies of the provincial labor and social security departments [2]
Second, the registration conditions are reviewed by the provincial vocational skill appraisal institutions.
Three, after passing the examination, pay the examination fee, and receive the admission ticket after paying the fee.
Four, to participate in the national examination, the examination room by the provincial occupation appraisal center unified arrangement.
Fifth, after the exam, inform the exam results and issue certificates within three to four months (those who fail can make up the exam).
information needed
(1) Application Form for Enterprise Human Resource Management Professional Qualification Examination (to be filled in at the registration site)
(2) Copy of ID card, copy of the first diploma, copy of the highest diploma, original and copy of professional and technical post certificate (the original was returned after verification);
(3) Original professional working years/service years certificate 1 copy;
(4) Four one-inch bareheaded photos and four two-inch bareheaded photos.
Identification method
Appraisal methods are divided into theoretical knowledge examination and professional ability examination. Both theoretical knowledge examination and professional ability examination adopt closed-book examination. Both the theoretical knowledge test and the professional ability test adopt a percentage system, and a score of 60 or above is qualified. The human resource managers of secondary enterprises also need to conduct a comprehensive audit.
Appraisal method The appraisal of the second, third and fourth types of professional qualifications of enterprise human resources managers includes two basic parts: theoretical knowledge examination and professional ability examination according to the requirements of the appraisal scheme. In addition, the second-level enterprise human resource managers need comprehensive evaluation.
The first part of the theoretical knowledge test time is not less than 90 minutes. The test adopts multiple-choice questions (four options, A, B, C and D, including one correct answer) and multiple-choice questions (five options, A, B, C, D and E, including two or more correct answers). The content of the test includes "enterprise human resource manager"
The second part of the professional ability assessment time is not less than 120 minutes. Generally speaking, the exam adopts subjective questions such as short answer questions, calculation questions, error correction questions, chart analysis questions, case analysis questions and scheme design questions. The contents of the examination are Enterprise Human Resource Manager (Level 2, Level 3 and Level 4) and Enterprise Human Resource Manager (General Legal Manual).
Passing probability
A few years ago, the professional qualification certification of enterprise human resource managers was in full swing. In 2004, the number of human resource managers registered reached 20,000, and the passing rate was generally high, with an average of over 50%. The pass rate of HR managers is about 40%, and the pass rate of hr administrator and assistant HR managers is 60% ~ 70%.
The textbooks "Human Resource Manager", "Assistant Human Resource Manager" and "hr administrator" have undergone great changes, the overall difficulty has been greatly improved, and the examination questions have also changed accordingly, although the knowledge framework structure is not much different from the original version. In particular, the difficulty of human resource managers is often close to that of senior human resource managers, which will inevitably bring great pressure to candidates. With the gradual standardization and strictness of the examination system, the passing rate of human resource managers is decreasing year by year, and the passing rate of these three levels is only about 30%.
Edit this training.
Ability requirement
Dr. He Zhigong, a human resource expert, believes that the certificate of human resource manager should cultivate four abilities:
First, to achieve a master's degree or above, we must understand how the human resources of large international companies have developed.
Second, 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.
Third, as a human resources manager, since you know that a certain 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 hiring manager and the 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. 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 procedures of organizations or enterprises, understand the relevant laws and policies of the government, and expand his role to:
1. Business partners who are familiar with the business and 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 promoters, assisting the management of enterprises to effectively plan and respond to changes.
training cycle
Full-time school education is determined according to its training objectives and teaching plan. Promotion training period: the human resource manager of level 4 enterprise shall have no less than 140 standard hours; No less than 120 standard class hours for the human resource manager of the third-level enterprise; The HR manager of the second-level enterprise shall have no less than 100 standard class hours; No less than 80 standard hours for human resources managers in first-class enterprises.
Training purpose
First, help human resource management practitioners to be fully familiar with the functions of the six modules of enterprise human resource management, systematically master the theories and methods of modern enterprise human resource management, accelerate the improvement of the theoretical level, professional quality and ability and skills of human resource management practitioners, and be competent for professional positions such as human resource development and management, and significantly improve work efficiency.
Secondly, we can obtain the corresponding qualification certificate by passing the knowledge and skills examination in Ministry of Human Resources and Social Security.
Curriculum system
Learn systematic theoretical knowledge and practical skills, with simulated test questions and pre-test lectures. The core content is six modules: human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management.
Senior manager training
Certificate of authority:
Passed the national unified examination and was awarded the "Senior Human Resource Manager Qualification Certificate" by Ministry of Human Resources and Social Security.
There are less than 5000 holders of advanced certificates in China, with advanced academic qualifications and authoritative certificates!
Unified examination subjects:
Theoretical knowledge+operational skills+file basket
Evaluation form:
Written test+comprehensive evaluation
Application conditions:
Education and working years
Undergraduate course 9 years
Master's degree for 6 years
Doctor for 3 years
Have obtained the second-class certificate for 3 years.
Courses of study:
organizational culture
Organizational change and development
Human resources planning
Recruitment and distribution
Training and development
Performance management
Salary and welfare management
Labor relations management
Edit this paragraph overview
In order to meet the demand of the labor market for enterprise human resource managers and improve the skills of employees, in 200 1 year, the Vocational Skills Appraisal Administration of the Ministry of Labor and Social Security (the former Ministry of Personnel and the former Ministry of Labor and Social Security were merged into Ministry of Human Resources and Social Security in 2007) entrusted the china association for labour studies Enterprise Human Resource Management and Development Professional Committee to draft the National Professional Standard for Enterprise Human Resource Managers (for Trial Implementation) (hereinafter referred to as the standard), 200 1 year.
In 2002, the Vocational Skills Appraisal Institute of the Ministry of Labor and Social Security entrusted the Human Resources Professional Committee to organize experts to compile pilot training handouts. From March to June, 2002, small-scale pilot training and evaluation were conducted in Beijing and Guangzhou respectively. From June 5, 2002 to 10, the professional Committee of enterprise human resources organized and listened to the opinions and suggestions of relevant experts and various parties. On the basis of training handouts, a series of supporting books, such as National Vocational Qualification Training Course, Enterprise Human Resource Management Training Textbook and Examination Guide, were edited and published.
In March 2003, in order to carry out the appraisal purpose of "social benefit comes first, quality comes first", ensure the appraisal quality, and fully reflect the management professional characteristics of enterprise human resource managers, such as high degree of specialization and complex certification technical requirements, the Ministry of Labor and Social Security established the leading group for the national unified appraisal of enterprise human resource managers and the project pilot promotion office. The project leading group consists of the training and employment department of the Ministry of Labor and Social Security, the vocational skills appraisal bureau, the heads of the labor science research institute and relevant experts and scholars. The main duties of the leading group are: to formulate tasks and plans for the pilot work, study major issues in the work, and give guidance. The project leading group has a project pilot promotion office, which is composed of relevant personnel from the Training and Employment Department of the Ministry of Labor and Social Security, the Vocational Skills Appraisal Administration and the Labor Science Research Institute. Its main responsibilities are: organizing various professional and technical trainings; Organizing the research, development and revision of appraisal methods, appraisal technologies and resources; According to the requirements of national professional standards, organize the training and appraisal of this major nationwide.
In August 2003, the pilot area was expanded to more than a dozen provinces, and the number of people taking the exam reached more than 60 thousand. At the same time, in order to test the effect of experimental training and determine the technical methods of examination, the project office entrusted the evaluation center of Institute of Psychology of Chinese Academy of Sciences to study the validity of the examination and establish the professional quality model of human resources. In order to ensure the appraisal quality and further promote the popularization of the national vocational qualification certificate of enterprise human resources, the experimental appraisal adopts the methods of unified standard, unified proposition, unified marking and unified certification.
Because the professional qualification examination of human resource management is a new job, the examination proposition is more complicated. How to reflect the theoretical level and practical work ability through the test questions and find the appropriate combination point is the difficulty of the proposition of the expert Committee. In order to realize the scientificity of test questions and meet the unification of standards and test validity, the Project Office organized a 50-person expert team composed of famous domestic universities, business circles, national scientific research institutes and human resources experts based on the professional committee of enterprise human resources.
In 2004, the second, third and fourth grades of human resources professional qualification appraisal were included in the national unified examination major, and two examinations were held throughout the year. The national unified appraisal work is carried out in accordance with the principles of unified standards, unified teaching materials, unified propositions, unified examination management and unified issuance of certificates. Except for Shanghai and Tibet, vocational skill appraisal institutions in all provinces, municipalities and autonomous regions have organized unified examinations. In 2004, the total number of people who signed up for the unified examination of Band 2, Band 3 and Band 4 was about 1 654,38+0,000, making this unified examination major the largest in China. In order to strictly control the quality of the second-level appraisal, the national centralized marking was implemented that year.
In the first half of 2005, there were more than 50,000 national examinations. The intelligence test was conducted in July, and more than 1000 people took the computer test. Up to now, the total number of people taking the exam has exceeded 200,000. The professional qualification certificate of human resource manager has been widely recognized by the business community and achieved good social and economic benefits.
Brief introduction of human resource manager
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.
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. The division of labor in this profession has been refined.
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.
Position and salary in the enterprise: No one doubts the position of HR in the enterprise. Open all kinds of recruitment websites, and the recruitment information of human resources will always be in the "First Group", which is needed by all walks of life. Human resources are highly professional, and the state implements "employment access" for this, and both entry and promotion require professional qualification certificates. In the talent market, certified talents who know both policy and business are favored by enterprises. According to statistics, the average monthly salary of employees is about 3,500 yuan in three years and 5,200 yuan in five years. In addition to the professional qualification certificate of human resource manager/assistant issued by the Ministry of Labor, in 2006, the Cambridge Human Resource Examination sponsored by Cambridge International Examination Committee, which was welcomed by state-owned enterprises and foreign enterprises, also entered Beijing, which is one of the most widely accepted international professional qualification certificates.
Edit the foreground of this paragraph.
The personnel departments of most enterprises in China have been transformed into human resources departments, but few employees have professional human resources management knowledge and professional qualification certificates. It is understood that the national HR talent gap is more than 500,000, and it is conservatively estimated that the gap in Shanghai alone is about 40,000 and that in Dalian is about 30,000. More than13,000 people have participated in the qualification certification of this profession in China, and the talents of this profession have become a shortage of talents in society.
A salary survey shows that the monthly salary of the director of human resources department is generally 20 thousand yuan to 30 thousand yuan; Human resource managers are generally around 6.5438+0 million yuan, with a maximum of 20,000 yuan; The salary manager and the hiring manager are between 8,000 yuan-1.5 million yuan; 8,000 yuan to15,000 yuan for performance managers and 2,000 yuan to 4,000 yuan for personnel specialists. High salary makes HR a very attractive hot job in the eyes of many people. With the development of society, enterprises are implementing changes, and the salary of performance managers is also highlighted from each module.
professional ethics
1. 1 Basic knowledge of professional ethics
1.2 professional code
2. 1 Honest and fair, rigorous and realistic.
2.2 Law-abiding and conscientious.
2.3 People-oriented, quantity applicable.
2.4 Effective incentives to promote harmony.
2.5 studious, the pursuit of Excellence.
basic knowledge
2. 1 labor economics
6.5438+0. 1 Research object and research method of labor economics.
1.2 labor supply and demand
6.5438+0.3 wage level and wage structure under the condition of completely competitive market
6.5438+0.4 Employment and unemployment
2.2 labor law
2. 1 labor law system
2.2 Labor legal relationship
2.3 Modern enterprise management
3. 1 enterprise strategic management
3.2 Enterprise Planning and Decision-making
3.3 Marketing
2.4 Management Psychology and Organizational Behavior
4. 1 individual psychology and behavior analysis
4.2 Psychology and behavior of the work team
4.3 leadership behavior and its theory
4.4 Psychological measurement technology in human resource management
2.5 human resources development and management
5. 1 Basic theory of human resources
5.2 Human resources development
5.3 Modern enterprise human resource management
Edit this paragraph standard
According to the career development of enterprise human resource managers, the Ministry of Labor and Social Security revised the application conditions for middle and senior human resource managers (national vocational qualification level I) and human resource managers (national vocational qualification level II) in the National Professional Standard for Enterprise Human Resource Managers (Trial). Enterprise human resource manager is a professional manager engaged in human resource planning, employee recruitment and selection, performance appraisal, salary and welfare management, motivation, training and development, and labor relations coordination. The Ministry of Labor and Social Security issued and implemented the National Professional Standard for Enterprise Human Resource Managers (Trial) in 200 1. One of the requirements is that you must have a major in human resource management or related majors. Usually, related majors are limited to economic management, administrative management, industrial enterprise management, forestry economic management and commercial economic management, and the professional restrictions are relatively narrow. After this adjustment, applicants can apply for any major as long as they have the required academic qualifications. In enterprise recruitment, the professional requirements of human resource management positions are generally not too limited, and the occupational coverage of employees is also relatively wide. The cancellation of professional restrictions this time is in line with the actual situation of employees and is conducive to the implementation of professional standards and the development of human resource management.
At the same time, the new standard relaxes the qualification requirements for applying for human resource managers and senior human resource managers. In the future, those who have a bachelor's degree, have achieved professional experience in human resource management and obtained a certificate of completion of training can apply for a senior human resource manager; However, the requirements for applying for human resource management are broader. Anyone who has been engaged in human resource management for more than 10 years and obtained the training certificate can apply for the exam.
Four basic requirements for human resource managers:
1. Master's degree or above, with a certain depth of research on human resource issues, and understanding the development process and application mode of human resource management in large international companies. Not only have solid theoretical knowledge, but also know how to operate.
Second, be creative. As a human resource manager, without new ideas and creativity, it will be a fatal weakness. Human resource managers should understand the essence of policies, dare to break the status quo, and constantly provide strategic advice to the top management of enterprises.
Third, be influential. As a human resources manager, you must be good at transferring your influence to your boss through your direct boss (director or general manager of human resources department) and direct subordinates (recruitment manager, salary manager, etc.). ), thus affecting the enterprise personnel policy.
Fourth, we should have strong language skills and information communication skills. Only when human resource managers express their ideas and research results vividly and accurately can their plans be enabled by the company's decision-making level.