Job Description of Personnel Supervisor (1)
Job Title: Personnel Supervisor
Department: Personnel Department
Direct supervisor: HR manager
Direct report: personnel assistant
I. Summary of work:
Formulate and implement personnel management in time according to the company's needs, and provide personnel support for all departments.
Second, the position relationship
Internal relations: various departments
External relations: social security center, provident fund management center, storage office, labor-related institutions.
Third, the main responsibilities
1. Cooperate with superior leaders to improve the formulation of basic personnel processes and the audit during the implementation of various personnel systems.
2. Responsible for the specific organization of performance appraisal, constantly improve the performance management system, and supervise the performance appraisal process of all departments.
3. Audit of employees' social security contributions; Supervise and verify attendance; Supervision and verification of archives management.
4, combined with the company's salary management system, responsible for the preparation of the payroll.
5. Build a communication platform between employees and the company, pay more attention to employees' life and work, and conduct corresponding interviews with employees from time to time.
6. Seek professional advice and help to solve the problems, difficulties and work progress encountered in daily personnel work.
7. Be familiar with the labor laws and regulations of this Municipality; Provide personnel consultation for employees; Familiar with the rules and regulations of the company.
8. Complete the tasks assigned by superiors within the specified time limit, and give periodic feedback in the process.
Fourth, qualifications.
quality requirements
1, aged 25-35, college degree or above, with more than three years working experience in human resource management position.
2. Understand the modern enterprise human resource management model and the accumulation of practical experience, have a deep understanding of employee relations, performance and salary modules of human resource management, and be familiar with relevant national policies and regulations.
3. Strong planning and execution ability; Strong self-discipline; Have affinity and team leadership, strong sense of responsibility and dedication.
4. Have good interpersonal skills, organization and coordination skills, communication skills and the ability to solve complex problems.
5. Have the ability to skillfully use relevant office software and good document writing skills.
6. Understand the company's business operation process and related industrial policies, and have a certain understanding of financial management and enterprise operation.
Five, post authority
The right to suggest the basic personnel system, the right to supervise the implementation of the personnel system, and the right to modify the employee handbook.
Key indicators of intransitive verbs
1. Accuracy of personnel statements
2. Complete the adjustment of employee handbook in time.
3. Improve various personnel processes in time according to the company's needs.
4. Employee satisfaction
Job Description of Personnel Supervisor (2)
I. Basic information
Title: Minister of Personnel Administration Department
Department: Personnel Administration Department
Direct supervisor: personnel administration manager
Work level:
Salary standard:
Capacity: 1
Second, the purpose of the post (post value)
Assist in the formulation, organization and implementation of the company's human resources strategy, establish and develop various components of human resources, maximize the development of human resources, and provide human security for achieving the strategic objectives of the company's business development. Plan, guide and coordinate the company's administrative service support, and organize and manage subordinates to complete the work.
Third, the work content
1, participate in the formulation of human resources strategic planning, and provide suggestions and information support for major personnel decisions;
2. Organize the formulation, implementation and supervision of the company's personnel management system;
3. Formulate corresponding job descriptions and make corresponding changes according to the company's job adjustment needs to ensure that the job descriptions are consistent with the actual situation;
4, according to the department personnel demand, put forward the internal personnel deployment scheme (including internal personnel transfer in and out), approved by the superior leadership before implementation, to promote the optimal allocation of personnel;
5. Make recruitment plans and processes, conduct preliminary interviews and screening, and do a good job of coordination among departments;
6. According to the company's requirements for performance management, formulate assessment policies, organize the implementation of performance management, supervise and control the performance assessment process of various departments, solve problems in time, implement the performance assessment system, and continuously improve the performance management system;
7. Organize employees' pre-job training, go through training and refresher training procedures, and conduct statistical analysis and review of all kinds of human resources data;
8. Formulate salary policies and promotion policies, organize salary increase review and promotion review, and formulate company welfare policies;
9, do a good job in the construction of personnel development system at all levels, and do a good job in the daily management of personnel development;
10. Collect the management defects of the Human Resources Department, report and propose solutions; Deploy, supervise and audit the work of human resources modules;
1 1. Guide and assist employees in career planning;
12. Monthly analysis report on human resource planning and human status, and review the company's annual personnel demand plan and staffing plans of various departments;
13, actively maintain a good corporate culture atmosphere, complete other tasks assigned by superiors at the same time, and play an active leadership role;
14, organizing the formulation of the work development plan, plan and budget scheme of the administrative department;
15, organize the formulation of administrative rules and regulations and the implementation of supervision and inspection system;
16. Organize and coordinate the company's annual meeting, staff activities, market activities and various meetings, be responsible for outreach work, and handle all licenses required by the company;
17, drafting and filing of relevant documents of the company; Important qualification certificate of the management company;
18, collect and sort out the internal information of the company, and organize the compilation of company memorabilia in time;
19, organize the reception of visitors and related outreach work;
20. Coordinate the internal administrative and personnel work of the company;
2 1, put forward cost control suggestions;
22. Complete all tasks assigned by superiors.
Four. Key performance indicators
Task indicator 1: control the monthly turnover rate within 5%;
Task indicator 2: departmental expenses are controlled within the budget;
Task pointer 3: complete the company's personnel recruitment needs.
Task indicator 4: 100% complete the company's annual training plan;
Task indicator 5: Improve the relevant rules and regulations of the company.
Verb (abbreviation for verb) working relationship:
Internal working relationship
1. Report
Submit the work plan and work summary to the immediate superior regularly.
Submit the company's recruitment and training status analysis report to the immediate superior from time to time. Report the company's salary and performance appraisal analysis report to the immediate superior from time to time.
Irregular oral report to the immediate superior.
Timely report major events and influential events to the immediate superior. Report the problems existing in the work of the department to the immediate superior in time.
Supervision
Timely point out the problems existing in subordinates' work and corrective measures.
Regularly review the submitted written work reports on recruitment, salary, assessment and training, and give relevant work guidance.
3. Coordination
Communicate with finance department on expense budget and other matters.
Coordinate and communicate with relevant departments on human resource management issues such as recruitment, training and assessment from time to time.
External working relationship
Keep in touch with companies that provide recruitment services.
Irregular consultation with social security management institutions on employee social insurance and other related matters.
Communicate with the public security department irregularly on public security management issues and obtain information.
Keep in touch with external training institutions and coordinate staff training.
Intransitive verb qualification
Education background: College degree or above in human resources, administration/economic management or related major;
Training experience: modern human resource management technology, strategic management, public-private relations, labor laws and regulations, financial accounting knowledge, management ability development and other professional training;
Experience: More than five years working experience in human resources/administration.
Competency requirements:
1. He has a thorough understanding of modern enterprise human resource management mode and accumulated practical experience, and has rich practical experience in human resource strategic planning, talent discovery and introduction, salary design, performance appraisal, job training, welfare treatment, company system construction, imbalance between organization and personnel, and employee career design.
2. Skillfully handle the transactional work of human resource management and be familiar with the personnel workflow.
3. Familiar with national, regional and enterprise policies on contract management, salary system, personnel management, insurance benefits and training.
4, skilled use of office software and related personnel management software.
5. Proficient in Chinese and English writing, speaking and reading;
6. Excellent outreach and public relations skills, and the ability to solve emergencies;
7. Strong ability to analyze and solve problems, clear thinking and careful consideration of problems;
8. Skillful use of office software;
Attitude:
1, sensitive to changes in people and organizations, and strong in communication, coordination and promotion.
2, a high degree of professionalism and a high degree of work passion, can accept high-intensity work, positive and optimistic work attitude.
3. Be good at interacting with people of various personalities and be fair to others.
4. Objective, rigorous, responsible, pragmatic and dedicated;
5. Strong interpersonal communication, coordination and organization skills, high team spirit and strong sense of responsibility;
Seven, work service
Workplace: office environment: comfortable and dangerous: no danger, no occupational disease danger.
Direct subordinates: personnel administrative clerk, administrative team leader
Indirect subordinates: chef, cleaner, driver, electrician.
Promotion direction: personnel administration manager
Change of position: personnel administrative assistant
Job Description of Personnel Supervisor (III)
First, the daily affairs of the department.
(1) Drafting of human resources rules and regulations of the company.
(2) Statistics and analysis of employee dynamic data.
(3) issue all kinds of certificates for the employees of the company.
(4) Provide relevant human resources information of the company.
(5) Make annual, monthly and weekly plans of the department.
(6) Prepare the annual and monthly financial budget of the department.
(7) Supervise and train the daily work of employees in this department.
(8) Assist the Administration Department to complete all matters related to the internal environment construction of the company.
(9) All affairs temporarily assigned by superior leaders.
Second, recruitment and employment.
(1) Investigation and analysis of the company's personnel demand, acceptance and review of the personnel demand plans of all departments.
(2) Drafting the recruitment plan.
(3) Evaluation and selection of recruitment channels.
(4) The writing and media release of recruitment advertisements.
(5) Prepare a recruitment form.
(6) Reception and preliminary examination of candidates.
(seven) the handling of the application letter.
(eight) interview and written examination organization.
(9) Investigate and establish a written recruitment database.
(10) Organize the examinee test.
(1 1) Send out the notice of interview, re-examination and registration.
(12) Collection, classification, statistics, analysis and filing of application materials
(13) new employee reception guidance.
(14) Entry procedures for new employees.
(15) tracking service and assessment for new employees during probation period.
(16) Work arrangement and deployment of new employees.
Three. Training and development
(1) Investigation and analysis of employees' vocational training needs.
(2) Drafting employee vocational training plan.
(3) Compile the teaching materials for employees' vocational training.
(4) Hire staff vocational training teachers.
(5) The choice of the location of employees' vocational training.
(6) Evaluation of employee vocational training effect.
(7) Preparation of teaching AIDS and training equipment.
(8) Attendance of trainees.
(9) Planning and implementation of interactive activities in the training process.
(10) Establishment and implementation of internal training teacher selection and incentive mechanism.
Fourth, performance management and incentives.
(1) Conduct human resource attendance and count employee attendance.
(2) Prepare daily and monthly employee attendance reports.
(3) Approval of employees' leave within one day.
(4) Collection, collation and analysis of employee assessment data.
(5) Drafting employee performance appraisal system.
(6) Assist the department head to complete the design of employee evaluation form.
(7) Fill in and evaluate the employee appraisal form of this department.
(8) to guide and supervise the performance appraisal of various departments.
(9) Establishment and management of employee assessment files.
(10) Handle the examination of employees' promotion and salary increase.
(1 1) Announcement of employee assessment results.
(12) Handling and announcement of employee rewards and punishments.
(13) Investigation and analysis of employee demand and satisfaction.
(14) Description and explanation of employee incentive policy.
Verb (abbreviation of verb) Management of human resource data files
(1) Collation, classification and management of employee personnel files.
(2) Making human resource trends and cost data.
(3) Fill in and save the personnel daily report and monthly report.
(4) Collection and archiving of enterprise-related personnel decisions.
Management of labor relations of intransitive verbs
(1) Propaganda and Interpretation of Labor Laws and Regulations.
(2) the signing of the labor contract.
(3) Transfer and handling of the relationship between social insurance and personnel files.
(4) Employees' home visits.
(5) Preliminary handling of general labor disputes.
(6) Collection of labor dispute evidence.
(7) Labor mediation, arbitration and litigation.
Job Description of Personnel Supervisor (IV)
1. Responsible for the overall management within the department.
(1) Formulate the annual and phased work plans of the department, and supervise their implementation.
(2) according to the work plan, responsible for the division of tasks within the department, reasonable arrangement of personnel.
(3) Be responsible for the training, guidance, assessment, supervision and management of department employees, and participate in the recruitment and screening of employees in key positions in the department.
(4) Responsible for coordinating the relationship between this department and other departments.
2. To organize the formulation of rules and regulations, implementation rules and human resources workflow such as the company's employment system, daily personnel management system, salary system, personnel file management system, performance management system and training system, and organize the implementation, supervision, coordination and inspection of the implementation.
3. According to the company's overall development strategic plan, organize the formulation of institutional setup, job responsibility design and staffing plan, and put forward reasonable improvement plans for the company's organizational structure design and staffing.
4. Fully monitor the recruitment and selection of suitable personnel.
5. Organize the company's salary and welfare management, supervise the preparation of the company's annual salary and welfare plan and salary and welfare adjustment plan, and review the monthly salary and welfare distribution statistics.
6. Organize the performance management of the company's employees and assess the performance appraisal results.
7. Fully supervise the formulation of the company's employee training plan, and inspect and supervise the training courses arranged according to the company's development needs.
8. Supervise the signing of labor contracts, organize the acceptance of labor disputes and employee complaints, and solve them together with relevant departments. Supervise the development of various personnel affairs, attendance, filing and custody of various personnel files, recruitment and resignation, entry and resignation procedures and other matters.
9. Complete other related work assigned by superiors.
Job Description of Personnel Supervisor (5)
(1) The personnel supervisor is responsible for the company's personnel work under the leadership of the minister and drafts preliminary opinions on personnel management.
(2) Responsible for allocating all kinds of talents according to the standards of employing people, giving full play to their talents, rationally deploying employees to the most suitable positions, and doing a good job in talent mining and introduction.
(3) Keep employee personnel files, and do a good job in statistics, analysis, prediction, adjustment, inquiry and talent pool establishment of all kinds of human resources.
(4) Be specifically responsible for the recruitment, signing or renewal of labor contracts, and the approval procedures for appointment, removal, deployment, dismissal and retirement.
(5) Be specifically responsible for employee account migration management, job title evaluation, housing allocation scheme calculation, application and examination and approval procedures.
(6) Be responsible for the implementation of labor safety protection, and participate in the investigation, rehabilitation and compensation of the company's labor safety and industrial accidents.
(7) Responsible for the selection and appraisal of advanced units and individuals at the end of the year and the specific work of awarding honorary titles.
(8) Complete other tasks temporarily assigned by the Minister of Personnel.
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