What Human Resources Department Should Do _ Specific Functions of Human Resources Department.

Generally speaking, the functions of the human resources department of an enterprise are nothing more than the following aspects: human resources planning, recruitment, training, performance appraisal, salary and welfare management, corporate culture, career management, labor relations management, attendance and so on.

First,? Human resources planning

Human resource planning refers to the process of forecasting the demand for human resources in the future development of an enterprise from the perspective of strategic planning and development goals, and providing human resources to meet this demand according to the changes in its internal and external environment. In other words, human resource planning is a process of balancing human resources through human resource management on the basis of supply and demand. Its contents mainly include the overall planning of human resources and the specific business planning of human resources. Master plan is the arrangement of the overall goal, strategy, measures and total budget of human resource management determined according to its enterprise strategy; Personal specific business planning is the development and concretization of the overall human resource planning, which mainly includes: personnel recruitment plan, personnel use plan, education and training plan, career plan, performance and salary and welfare plan, labor relations plan, etc.

The planning of human resources shows the future development opportunities of enterprises, fully considers the personal career development of employees, and lets employees know what they can meet. When the things provided by the organization are basically consistent with their own needs, employees will strive to pursue them. The members of an organization design their own development path with reference to the organization's human resources planning, which is very conducive to mobilizing the enthusiasm and creativity of the members of the organization.

Second, recruitment.

Recruitment is an important way to inject fresh blood into enterprises. Recruitment generally needs to consider the following aspects: employee source, recruitment method, employee testing, selection and recruitment, and recruitment effect evaluation.

Staff sources include internal recruitment and external recruitment. The main ways of internal recruitment are: looking for suitable candidates for vacant positions through human resources files, issuing internal announcements, recommending by the director of vacant departments, and using the enterprise career development system to find candidates. External recruitment includes advertising recruitment, intermediary introduction, campus recruitment, talent recruitment fair and other forms.

Testing employees is an important part of recruitment. It is divided into five aspects: qualification examination, interview, test, consultation and employment decision. Among them, interviews can be divided into preliminary interviews and diagnostic interviews according to the effect to be achieved; From the perspective of people who participate in the interview process, it can be divided into individual interview, group interview and member interview; From the organizational form of interview, it can be divided into structured interview, unstructured interview and stress interview. Interview is only a preliminary screening of personnel, and testing is a means to get to know the interviewer on the basis of interview. Its purpose is to eliminate the interference of the interviewer due to subjective factors in the interview process, improve the fairness of recruitment, eliminate "false information" and improve the accuracy of admission decision.

The evaluation of recruitment effect is to check whether the recruitment process meets the standard requirements in quantity and efficiency. It is divided into recruitment cost evaluation and recruiter evaluation. That is, the summary of recruitment.

Third,? cultivate

Training is a means for enterprises to motivate employees. Usually, employees have a soft spot for those enterprises that attach importance to training, because employees will feel that enterprises attach importance to them while receiving training, which is conducive to improving their understanding of self-worth and increasing their career development opportunities.

Usually, we should pay attention to the following points in training: ① Teaching students in accordance with their aptitude. ② Give employees ample practical opportunities. ③ Feedback of training effect and reinforcement of training results. The function of feedback is to consolidate learning skills and correct errors and deviations in time; Reinforcement is the feedback of the combination of reward and punishment for trainees. This kind of strengthening should be carried out not only immediately after the training, but also in the work after the training. (4) Set clear training objectives, make them related to everyone's work, and let trainees feel the training objectives. Originated from work but higher than work, it is an advanced continuation of self-improvement and development. ⑤ Promote employees' personal career development. ⑥ Sustainability of training effect. It is particularly important to make its effect continue to the future work.

Fourth, performance appraisal.

Performance appraisal is the core of enterprise human resource management, involving long-term human resource planning, employee salary management, employee relationship maintenance and employee motivation. The content of evaluation can be roughly divided into quality-based evaluation, behavior-based evaluation and effect-based evaluation. The human resources department mainly plays the role of supervision, coordination, guidance and help for employees' performance appraisal, and the managers of various functional departments must actively participate in it, participate in the formulation of appraisal plan objectives and specific appraisal.

Through performance appraisal, we can find the gap between employees, so as to take better improvement measures and successfully achieve business objectives. If enterprises want to improve labor productivity and make decisions such as salary increase, promotion and job transfer, they must establish the best performance appraisal system as much as possible.

Verb (abbreviation of verb) salary and welfare management

Whether the salary system is reasonable or not affects the employees' staying or not to a great extent. Making good use of talents and retaining talents is the key to the survival and development of enterprises. Satisfied salary management system is the core of enterprise human resource management, which has a great influence on the development of enterprises.

The salary of employees is roughly divided into external salary and internal salary. The so-called external salary refers to basic salary, incentive salary, performance salary and additional salary (allowance, preferential treatment, etc.). ) and non-financial salary (preferred office conditions, relaxed lunch time, etc. ); Internal compensation is mainly manifested in the spiritual form, including participation in decision-making, taking on greater responsibilities, personal growth opportunities, greater freedom of work and so on.

Any enterprise should plan its own salary system according to its own strategic planning, industry characteristics, employment mechanism and corporate culture in order to attract outstanding talents and develop human resources.

Intransitive Verb Corporate Culture

The so-called corporate culture refers to the basic beliefs, value standards and behavior norms that are formed in the long-term survival and development of enterprises and followed by most employees of enterprises. Enterprise culture is the essence of enterprise leaders' management thought, and most of them pay attention to people-oriented humanized management. A good corporate culture can shape a good corporate image, enhance corporate cohesion, motivate employees, mobilize their enthusiasm and improve labor productivity. As a modern enterprise management theory and method, it has been paid more and more attention by domestic and foreign enterprises. In the era of knowledge economy, "knowledge capital" has become a great driving force for enterprises to create practical benefits, and corporate culture is also a kind of "knowledge capital". In order to manage human resources well, we can't ignore the significance of corporate culture.

Seven, occupation management

Vocational management is a work that can't be ignored in modern enterprises. Modern career development concept means that enterprises build career development and career development channels for employees, so as to match and coordinate with the professional needs of organizations, meet the needs of organizations and members, and achieve mutual benefit. Generally speaking, the professional management of enterprises is mainly divided into four steps: first, self-evaluation. Second, the reality review. Third, goal setting. Fourth, action planning. Generally, career management includes promotion and transfer management, dismissal management, retirement management and incentive management. Good career management can not only maintain the competitive advantage of enterprise human resources, but also motivate employees.

Eight, labor relations management

Labor relations, also known as labor relations, employment relations and even labor relations, refer to a social and economic interest relationship formed by laborers and labor users in the process of realizing labor. General labor relations management includes labor contract management, labor dispute handling and social insurance. With the deepening of reform and opening up, the diversification of enterprise ownership makes labor relations more important in enterprises. Labor disputes are gradually increasing, which has a negative impact on both employers and employees and social stability. Therefore, adjusting and handling labor relations is an important content of enterprise human resource management.

IX. Attendance

Attendance is one of the most basic functions of human resources department. Attendance can not only enhance employees' concept of time, improve work efficiency, but also greatly improve the mental outlook of the unit, enhance the overall image of the unit, which is conducive to the cultural construction of the enterprise.

Human resources are one of the important sources of enterprise development, especially in the tertiary industry, and the human resources department is the "exploration team" and "excavator" of enterprise talent competition. A good human resources department can help others to train troops for a thousand days and employ people for a while, that is, it is very familiar with the talent gap within the enterprise. Through its own work, it can find out where the needed talents are, in what company, in what position, what needs and what kind of treatment are required.

If an enterprise is a big tree, then the human resources department is the branch of this big tree, which closely connects the boss and employees, delivers "nutrition" to all departments of the company, maintains the normal operation of the company, and makes this big tree grow healthily.