Human resources department management system template collection

Chapter 1 Human Resources Department Organizational Structure and Management Positions
Functions and Organizational Structure of the Human Resources Department

In this section, the functions of the human resources department are mainly detailed as follows: planning, cost accounting, recruitment management, salary management, training management, performance management, file management, etc.; and on the basis of this, introduce the organization of the human resources department The frame structure enables readers to have a preliminary understanding of human resource management through learning.

Functions of the Human Resources Department
If the Human Resources Department wants to do a good job in the management of personnel in other departments, it first needs to clarify the job functions of its own department, and at the same time have a clear understanding of the responsibilities and rights of each position.The management structure of the enterprise and the responsibilities of each position need to be set according to its own situation in practice.In general, the main functions of the Human Resources Department include the following.

Function 1: Organizational Regulations.

(1) Formulate and revise the company's rules and regulations.

(2) Responsible for the interpretation, application, research, analysis and revision of rules and regulations.

(3) Formulate and revise the principles and methods for the division of responsibilities in various departments, and implement them.

(4) Formulate management methods for new, temporary, part-time and in-service personnel.

(5) Responsible for the analysis, research, modification, implementation and interpretation of personnel management methods.

(6) Solve, coordinate, and deal with issues related to human resources.

Function 2: Data management.

(1) Collect, investigate, analyze, and research information on human resource management.

(2) Check, compile, forward, and keep the materials and reports related to human resources.

(3) Responsible for signing, forwarding and issuing job descriptions.

(4) Issuing human resource information outside the unit.

(5) Investigate, analyze, and research the personnel involved in the change, and record and archive the contents.

(6) Manage and compile statistics on human resources.

Function 3: Appointment, removal and transfer.

(1) Handle the recruitment and employment procedures of new recruits.

(2) Hiring, signing and assigning temporary and part-time personnel.

(3) Responsible for the transfer of in-service personnel.

(4) Responsible for checking whether the transferred personnel have gone to work.

(5) Suspension, reinstatement, suspension without pay, dismissal and dismissal of responsible personnel.

Function 4: Salary management.

(1) Formulate salary standards and salary management methods.

(2) Analyze, research, and improve salary management methods.

(3) Handle promotion and salary increase for employees.

Function 5: attendance management.

(1) Responsible for registering and counting employee attendance.

(2) Responsible for the dynamic management of personnel.

(3) Responsible for the formulation and modification of various vacations and office hours.

Function 6: Healthcare Management.

(1) Responsible for health care management.

(2) Determine the diagnosis and treatment unit and the implementation of physical examination.

(3) Investigate and analyze the health status of employees, and prepare statistical reports.

Function 7: Labor management.

(1) Responsible for recruiting employees.

(2) Responsible for the interpretation and application of labor contracts and agreements.

(3) Responsible for paying social insurance for laborers.

Function 8: Assessment training.

(1) Formulate the assessment system.

(2) Implement performance appraisal.

(3) Responsible for formulating and implementing the reward and punishment system.

(4) Statistics and analysis of reward and punishment events.

(5) Formulate and implement training and assessment plans, and be responsible for summarizing and analyzing the results of training and performance assessment.

(6) Provide suggestions for improving training and assessment methods.

Function 9: Benefit retirement.

(1) Responsible for formulating and improving the welfare system.

(2) Responsible for the reorganization of welfare organizations and the summary and analysis of welfare work and provide improvement measures.

(3) Formulate employee retirement and pension management measures.

Organizational Structure of the Human Resources Department

In general, the structure of the human resources management department is set as shown in the figure below.Of course, in some small and medium-sized enterprises, it is not uncommon for one person to hold multiple positions.

Human resource management in modern enterprises has five basic functions, which are described as follows:

(1) Get.Determine the conditions for recruiting employees according to the needs of the enterprise, and obtain the qualified personnel required by the enterprise through procedures such as planning, recruitment, examination, evaluation, and selection.

(2) Integration.Effectively integrate the information and culture of the enterprise, so that the individual goals within the enterprise gradually tend to the goals of the enterprise, so as to improve the efficiency and productivity of the enterprise.

(3) HOLD.In order to maintain the enthusiasm, initiative, and creativity of employees, enterprises need to protect the legitimate rights and interests of employees through a series of management activities such as salary incentives and promotions, so that employees can devote themselves to their work wholeheartedly.

(4) Evaluation.Regularly assess, appraise and evaluate the labor achievements and work attitudes of employees, so as to provide the basis for corresponding decisions such as rewards and punishments, promotions, resignation, etc. of employees.

(5) Development.Regularly train employees to improve their theoretical knowledge, work skills and other aspects of quality, so as to maximize the realization of the personal value of employees and the common development of employees and the company.

Human Resource Management Job Responsibilities and Qualifications

On the basis of the organizational structure of the human resources department, this section focuses on the job responsibilities and qualifications of the human resources director and human resources manager.

Human Resources Director Job Responsibilities
The human resources director is the soul of the human resources department, and his responsibilities must be formulated from a macro perspective.The human resources director is directly under the management of the general manager, and the direct subordinate is the human resources manager, who manages the work of the entire human resources department.His own job is: to formulate the company's human resources strategic plan and supervise its implementation; to be responsible for establishing smooth communication channels and effective incentive mechanisms within the company; to be fully responsible for the work of the human resources department.Its detailed responsibilities are described as follows:

Responsibility 1: Responsible for the overall overall planning of the company's human resources strategy.

Responsibility 2: Responsible for establishing a sound human resource management system and management system, and conducting in-depth research and design on the human resource management model (including: comprehensive construction of recruitment, performance, training, salary and other systems).

Responsibility 3: Responsible for providing opinions and suggestions related to human resources strategy, organizational construction, etc. for the company's senior leadership decision-making, and actively and diligently conducting exploration and research to improve the company's comprehensive management level as its own responsibility.

Responsibility 4: Responsible for the shaping, maintenance and dissemination of corporate culture.

Responsibility 5: Responsible for the company's human resources development, the organization and formulation of various plans, and closely supervise the specific implementation of each plan.

Responsibility 6: Responsible for timely and properly handling major human resource issues in the company's management process.

Responsibility 7: Complete other tasks temporarily assigned by the general manager.

Human Resources Director Qualifications
Human resources directors belong to the senior managers of enterprises, and companies generally have relatively high requirements for them. The following are the conditions that personnel who hold the post of human resources director must have:

Condition 1: Possess a master's degree in law or management.

Condition 2: Have more than 5 years experience in employee relationship management.

Condition 3: Have an in-depth understanding and research on the development of human resources in modern enterprises.

Condition 4: Familiar with national labor and personnel policies, labor laws and regulations, and the implementation elements of labor contracts.

Condition 5: Familiar with the management regulations of various social insurances.

Condition 6: Strong work planning, rigorous style, and affinity.

Condition 7: Possess excellent outreach, public relations and ability to solve emergencies.

Requirement 8: Good oral and written communication skills, strong resistance to pressure.

HR manager job responsibilities
The direct superior of the human resource manager is the human resource director, and the direct subordinate is the human resource supervisor. However, some companies do not have the positions of director and supervisor. In this case, the direct superior of the human resource manager becomes the general manager of the company. The subordinates became the specialists of the human resources department.

The job of the human resources manager: responsible for the management of various human resources of the company; discussing the organizational plan, dividing the powers and responsibilities of each unit and each level; formulating, explaining and implementing the company's human resources policies, plans and management systems; promoting the company and employees Harmonious relationship between employees, and human resources analysis; organize personnel training to strengthen the effective use of human resources in the company.Its detailed responsibilities include the following.

Responsibility 1: Formulate human resource strategic planning.

(1) According to the needs of the company's business, organize research on post responsibilities and improvement plans for the division of powers and responsibilities.

(2) Participate in the company's major human resource management decisions.

(3) Regularly organize and collect information about human resources, and be responsible for providing information support for the company's human resources management decisions.

(4) Regularly organize and collect ideas and suggestions from employees.

Responsibility 2: Supervise the implementation of the company's human resources strategy.

(1) According to the company's business plan and in line with the company's overall goals, formulate the work plan and goals of the department.

(2) Responsible for job analysis, preparation of job descriptions and staff assignments, and put forward improvement plans for the company's organizational structure design.

Responsibility 3: Establish smooth communication channels and effective incentive mechanisms.

(1) Responsible for establishing smooth communication channels within the company.

(2) Actively listen to and adopt reasonable suggestions from employees, and give timely feedback to relevant departments.

(3) Accept employee complaints, be responsible for investigating the implementation and supervising the resolution of relevant departments.

(4) Ensure that the company's incentive mechanism can effectively play the enthusiasm and creativity of employees.

Responsibility 4: Responsible for the overall work of the human resources department.

(1) Organize and formulate the company's annual human resource demand plan.

(2) Organize recruitment and find suitable talents for the company through various channels.

(3) Cooperate with the company's business objectives, and formulate the development plan and staffing amount of the human resources department based on the results of human resources analysis and forecasting.

(4) Organize employee assessment and be responsible for handling employees' appeals to the assessment results.

(5) Prepare the department's annual budget.

(6) Handle various matters related to labor contracts.

(7) Research and formulate reasonable employee remuneration methods.

Responsibility 5: Internal organizational management of the department.

(1) Decompose the departmental work plan to individuals, supervise the completion of the plan, and timely assess the work completion of subordinates.

(2) Control departmental budget.

Responsibility 6: Other work.

(1) Responsible for the assessment of all departments of the company.

(2) Responsible for the upload and release of the company's human resources information.

(3) Communicate and coordinate with the government and other counterparts on behalf of the company.

Human resources manager qualifications
Although the human resources manager is not as high as the human resources director, but in small and medium-sized enterprises, flat organizational structure management is often implemented, so the human resources manager is also one of the positions that cannot be ignored.Therefore, a person serving as a human resources manager should have the following qualifications:

Condition 1: Possess a bachelor degree or above in human resources, management or related majors.Received training in modern human resource management, labor regulations, management capacity development, etc.

Condition 2: Have more than 5 years of relevant work experience in human resource management.

Condition 3: Have a systematic understanding of the human resource management model of modern enterprises and certain practical experience, and be familiar with the human resource management workflow.

Condition 4: Familiar with the relevant systems of the country, region and enterprise contract management, salary, insurance, welfare, training, etc.

Condition 5: Have strong communication, coordination and promotion skills, be good at interacting with people of various personalities, and treat others fairly.

As the highest person in charge of enterprise human resource management, the human resource director has a heavy responsibility, shouldering the mission of formulating enterprise human resource strategy, building human resource management system, adding value to human capital, achieving strategic performance goals, and helping employees realize their personal value. .Human resource directors can effectively transform the strategic goals of the enterprise into the common goals and actions of all employees through methods and means such as human resource strategic planning, organizational construction, personnel policies, and human resource management tools.

No business can ignore human resources management.The human resources department was mostly called the personnel department in the past, but in recent years it has been gradually renamed the human resources department. There are also individual small enterprises that combine human resources management and administrative functions and call them administrative personnel departments.The functions of the human resources department include recruitment, selection, training, assessment, etc. It can be said that an employee has to deal with the human resources department from the time he submits his resume to the company until he submits his resignation report and goes through the resignation procedures.

Many small and medium-sized enterprises in China generally believe that the above-mentioned functions can be taken care of by the human resource department, and many human resource managers have accepted this difficult task without politeness.Then problems arise: managers often complain that their subordinates are not up to the job, while HR professionals complain about too much workload, etc.These complaints set off a chain reaction of inefficiency, low morale, and poor performance throughout the enterprise.

The most fundamental reason for these problems is that the enterprise has a wrong understanding of the human resource management function, and imposes functions that should not be undertaken by the human resource department on it, or because of the mistakes of the human resource manager, it forms a situation of overstepping.

So how can we correctly understand the job responsibilities of the human resources department, avoid employee complaints, and improve the efficiency of the enterprise?We can combine the functions of human resource management for analysis:

(1) Job analysis.It is unscientific for enterprises to rely on their own strength to complete the job analysis except hiring professional management consulting agencies. At this time, the job analysis is basically done by the human resources department.The correct way is that the human resources department conducts preliminary work analysis and forms written materials through various methods such as observation, interviews, and research. The materials are revised and confirmed to help the human resources department to form the final job analysis results.

(2) Personnel recruitment.When most companies recruit personnel, it is the managers of various departments who go through the relevant procedures. After they submit the information of human resource needs to the human resource department, they start to wait for the recruitment.In fact, the scientific method is that after the human resource department evaluates the human resource demand information of each department, it determines the positions and quantity that need to be recruited, and then releases the recruitment information.During the interview, the human resources department is responsible for the primary selection, and the subsequent tests and interviews require the vigorous participation of the employing department, so as to comprehensively assess whether the candidates meet the company's requirements.Finally, the human resources department handles the entry procedures for candidates who meet the requirements.

(3) Performance appraisal.The human resources department is responsible for formulating the relevant systems, methods and rules of enterprise performance appraisal management, and undertakes the work of organizing the entire performance management.In fact, the assessment indicators and assessment standards should be determined by the enterprise after the assessor and the examinee communicate and basically reach an agreement.After the assessment is over, the assessment subject will evaluate the performance of the assessment object and submit the result to the Human Resources Department for processing.

(4) Staff training.The training of enterprise employees is not solely the responsibility of the human resources department, it is one of the important tasks of the managers of each department.Because only the direct superior knows the working status of the subordinates best, and because they have close contacts in the work process, the superior leader can provide guidance and training for the subordinates at any time.

The competition in the future is the competition of talents, so human resource management plays a vital role in the development of enterprises.Only by correctly understanding the role of human resource management department in the enterprise can human resource management play a role.

The daily management work of the Human Resources Department is relatively cumbersome, and all matters related to the company's employees require the participation of the Human Resources Department.Generally speaking, the human resources department must do at least four daily tasks, namely, personnel recruitment and retention, personnel training, salary design and performance management. Only by doing these tasks well can the enterprise gain a competitive advantage in human resource management.

The human resources management department is the most important central nervous system of an enterprise, and its work scope is extensive and complex. The above four tasks are just the daily work that it needs to do well, far from being all.This chapter mainly introduces the job responsibilities, qualifications, related systems and work processes of the daily management positions of the Human Resources Department.

(End of this chapter)