Responsibilities Of Company'S Human Resources Department

< p > traditional human resources department is mainly engaged in recruitment, training, staff development, salary and welfare design. With the upgrading of the requirements and expectations of the human resources department in modern enterprises, the pformation of departmental roles gradually has external conditions. This is combined with the human resources department itself, which is not satisfied with the simple administrative functions, so that the role of the human resources department will change to the strategic partnership of business management in the coming century.

But focusing on the current reality, the human resources department will have a long way to go to complete this pformation.

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< p > the importance of human resources department to enterprise management strategy < /p >

< p > the operation and management of enterprises requires the upgrading of human resources department: the management of enterprises is essentially the struggle for resources, re organization and utilization of resources. In the era of knowledge driven economy, the importance of being a resource becomes more and more important in the numerous resources of enterprises. The development of any enterprise is inseparable from the effective allocation of excellent human resources and human resources.

How to find suitable talents for enterprises, retain talents, develop talents, provide strong human support for the organization to maintain strong vitality and competitiveness has become an important issue facing the human resources department.

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Under this background, if the work of the human resources department is still only in the traditional slogan of "putting people first" and "making full use of talents", it is obvious that management can only be empty talk. P

If we spend most of our time in coordinating and handling daily affairs, and there is no time to study and predict, analyze and formulate plans to solve the fundamental problems of enterprises, such human resources departments are still without authority.

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People with human resources P have a clear understanding of the problems, development directions, challenges and opportunities faced by enterprises, so that they can provide useful help for various functional departments.

The formulation of human resources strategy should be guided by the overall development strategy of the enterprise and the goal specified in the vision plan.

That is to say, when determining the strategy of human resources development, we must first understand the long-term planning and strategic objectives of the enterprise, then determine the strategy of human resources development. Human resources strategy, as an important part of the general strategy of enterprise development, will play a great role in supporting and promoting the overall development of enterprise development.

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< p > HR responsibilities of the company: < /p >

< p > 1, responsible for the implementation of the comprehensive labor wage management within the company, responsible for the new staff review, recruitment and training of new jobs and new posts, responsible for arranging the training work of the staff outside the unit, and arranging the training of the staff and workers with the relevant departments.

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< p > 2, responsible for the preparation of annual labor plan, wage fund plan and quarterly and monthly wage fund adjustment plan, reported to the higher authorities for approval after implementation.

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< p > 3, responsible for handling staff mobility, and the management of the whole labor contract system.

Responsible for handling the formalities and files management of temporary workers, seasonal workers and outsourcing workers.

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< p > 4, responsible for the promotion of staff, wage adjustment and new personnel to upgrade the work of grading.

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< p > 5, take the lead in formulating job quota and labor quota, improve labor mix, improve labor productivity, do well in the management of two level labor market, and lay in surplus personnel.

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< p > 6, responsible for dealing with the pension insurance for workers.

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< p > 7, is responsible for urging the implementation of the "attendance system" and other factory rules and regulations, inspecting the implementation of labor discipline with relevant departments, putting forward the handling opinions of disciplinary staff, and executing the company's decision.

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< p > 8, which is responsible for examining and approving all kinds of false approval procedures, and doing a good job in the examination of wages, allowances, subsidies and overtime pay.

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< p > 9, together with safety and technology management departments, formulate and modify the standards for the issuance of nutrition expenses, and work with the relevant departments to do occupational appraisal for the patients with occupational diseases, and actively do well in post adjustment and resettlement work.

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< p > 10, in conjunction with the relevant departments to formulate labor protection supplies issued standards and methods, and organize the implementation.

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< p > 11, responsible for the general management of the company's assessment, appointment and appointment and removal.

To manage company personnel files and handle pfer and reading according to regulations.

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< p > 12, approving the changes of personnel in technical jobs, special jobs and key positions, and coordinating with the technical training, examination and certification of special jobs.

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< p > 13, according to relevant regulations and policies of the state, the retired workers should be properly arranged in conjunction with the relevant departments to do well the work of the workers' death due to the death of the workers, and the labor insurance treatment for the immediate family members.

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< p > 14, responsible for the management, training, inspection and use of middle-level cadres in the company.

Responsible for the establishment, inspection, training and use of the middle-level reserve cadres in the company.

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< p > 15, responsible for drawing up long-term plans and annual plans for staff education and job training, organizing and implementing, coordinating, directing and supervising all kinds of training of the company.

Take the lead in running all kinds of training courses, and carry out special education in conjunction with relevant departments, responsible for continuing education assessment and professional title management of professional and technical personnel, and be responsible for training, on-the-job training and off job learning for over a year.

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< p > 16, assist the company leaders and relevant functional departments to formulate rules and regulations for internal supervision and management.

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< p > 17, complete other tasks assigned by the company leader.

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