How about doing personnel work in the company?

Question 1: What should the personnel of a small company do? For the personnel management of small companies, you can do the following work: 1. Make employee handbook. Write down the company profile, organizational structure, functions of various departments, company attendance system, entry and exit procedures, shopping trip reimbursement and other contents that a new employee needs to know. Second, do a good job in personnel recruitment, entry, labor contract signing and simple system training. Third, do a good job in the salary adjustment of employees, the preparation and distribution of daily benefits, and the increase or decrease of various social insurances. Fourth, cooperate with all departments to do a good job in the daily use, post adjustment and simple assessment of employees. Five, do a good job in the conversation of resigned employees, work handover procedures, etc. Six, human resources planning, job analysis, performance management, career planning and other suggestions will not be done first. Do it when the conditions are ripe. Because small companies are always growing, the content of personnel management needs to be adjusted at different stages. This requires your constant attention. Learn more about the company's business, communicate with middle and senior leaders, and adjust the work content according to the company's business development to meet the company's growth needs.

Question 2: How to recruit good talents when doing personnel work in a company? A qualified personnel manager must have the ability to identify talents, know how to be suitable for the post, and at the same time adopt scientific methods to select talents from the perspective of "employing people", so as to recruit people with strong plasticity and high growth potential and create the maximization of enterprise value. There are two ways to recruit outstanding talents: external recruitment interview or internal competition. Among them, the methods and skills to find talents through recruitment interviews are as follows:

1, traditional empirical interview method

2. Structured interview method

3. Behavior interview method

Compared with the other two interview methods, behavioral interview method can get a more comprehensive and in-depth understanding of candidates, and the recruitment accuracy of this method is as high as 80%. Behavioral interview method should first establish a trust relationship with candidates, emphasize the confidentiality of interview materials, create a harmonious conversation atmosphere, and make candidates willing to tell their own things. Secondly, ask the other party to briefly describe the responsibilities of the preliminary work and capture the breakthrough of the next investigation from the preliminary information provided by the other party. In this process, how to identify whether the candidate is lying is a difficult point in the recruitment interview. The behavioral interview method adopts a harmonious conversation atmosphere, which alleviates the possibility of the candidate lying to some extent. Of course, the interviewer also needs to make targeted identification and judgment)

After a series of interlocking recruitment interview framework settings, supplemented by suggestions on evaluation tools and interview skills, personnel recruiters should exercise regularly from their work and life, look at people with "critical eyes", ask questions with "guidance" and do things with "keen observation".

I hope the above answers are helpful to you!

Question 3: What should enterprise personnel do? What is the biggest difficulty of human resources? It is to change the boss's mind, otherwise, he will end up in recruitment, training, administration and receiving reports. Most business owners have the following characteristics: 1, the boss is too busy and has a bright future. The boss didn't dare to delegate power to his subordinates. If he let it go, it would be chaotic, so he had to experience it himself and die on the last card. The boss has to intervene in everything, but there are too many distractions. In the end, there is no beginning or end, and managers dare not act because the boss interferes too much. Finally, because the manager doesn't act, the boss will think that he doesn't know or has no ability to act. The result is: substitution. Frequent substitutions, the boss must think that the HR department has not done a good job. 2. The boss has many hidden rules about human resources. The boss expects the higher the return on investment, the better. Of course, the less the cost, the better. Labor costs usually occupy the first or second place in the cost of each enterprise, and bear the brunt. The main ways for these bosses to reduce labor costs are to delay the payment of wages, falsely promise high wages or high returns but fail to deliver them, belittle or crack down on senior talents to make them take the initiative to accept low wages, set up various checkpoints to prevent capable people from leaving their jobs easily, and set up various fines or deductions to reduce wages payable. The specific operations of these methods need to be carried out by the human resources department, which leads to the rapid death of the person in charge of the human resources department, especially in private enterprises, and the turnover frequency of the personnel department is higher than that of any other department. The above two points are that the boss is too promising and hidden rules, which directly affect the function of the human resources department. If you want to do a good job in human resources, you must first brainwash your boss. This job is not easy to do. Why? The boss will torture human resources in his heart: Do you know business management? Sales, production, finance, etc. You got it? How much do I want to earn, do you understand? Wait a minute. Since you don't know anything, how can you let me delegate? If there is something wrong with the enterprise after decentralization, can you take responsibility? Unless you can tell me a set of systematic management methods, so that all departments can restrict each other and promote each other, and finally achieve my goal on schedule and in full, I can delegate power and cancel the use of hidden rules. Obviously, the requirements of the above-mentioned bosses are too high for the human resources department to do this. So I can only do some basic work, and the big human resources described in the book is not used here. Second, the enterprise has no strategy and goal, and the human resources department can't establish a human resources management system, and formulate specific personnel replenishment plans, personnel use plans, personnel replacement and promotion plans, education and training plans, assessment and incentive plans, labor relations plans, retirement and dismissal plans, etc. Many enterprises will have such a situation. The boss suddenly made a plan and then asked the HR department to recruit a person with a high salary. After the recruitment, the new manager has a new plan and put forward new human resources requirements. Later, the boss changed his plan, and all aspects should be changed, and the work of all departments should also be changed accordingly. Many enterprises change a little every day and change a lot in three days. This rapidly changing enterprise, to put it bluntly, has no strategy. What do enterprises want to do? What can you do? How? To what extent and to what effect? There is no clear positioning. If real estate is easy to do today, it is real estate. Tomorrow the real estate bubble will turn into a supermarket, and the day after tomorrow it will change. This kind of enterprise is not only difficult in human resources, but also in any other department. Third, enterprises have not implemented budget management, and human resources are stagnant. What are the benefits of budget management? 1, which can clearly allocate enterprise resources. When the internal and external environment of the enterprise changes, the budget of the enterprise will also change, and the heads of various departments are more anxious than the human resources department. The human resources of enterprises only change with it, and can be expected in advance to avoid the situation that the human resources department puts out fires every day. Imagine if you were asked to hire a production manager today and ask for it tomorrow. Can you do it? This situation can be avoided if enterprise budget management is implemented. The annual budget has little guiding significance because of its long span, but the monthly rolling budget can basically predict the demand for human resources in the next month, and the workload of human resources will be greatly reduced, and the effect will be more obvious. It has a detailed planning process, which can reassure the boss. Many enterprises, especially bosses, think that management needs no process, only results. But bosses are afraid of no process and can't believe the result, so they dare not delegate. The boss slapped himself here. For example, the general manager promised the boss that the net profit would reach 100 million next year, and the boss couldn't believe it. The boss will think he is bragging and will ask for it ... >>

Question 4: Is it good to be a human resource outsourcing company? Do you want to be a human resource or a big enterprise? Otherwise, you can learn a lot about the design of organizational structure, salary structure and performance appraisal scheme by choosing headhunting companies as headhunting consultants or human resources consulting companies. If you do human resources in an outsourcing company, the original company focuses on business and has no industry, and the future is not very good. I hope it helps you. Please choose the best answer. Thank you.

Question 5: What will happen if a company engages in personnel struggles every day? I can fly chicken and jump dog, but I have no mind to do things.

Question 6: How does the personnel manager handle employee relations? Besides reading more books on human resources, I also read books on psychology. You know what employees are thinking, and then you know what you are doing and what is appropriate to say. Personnel is to deal with problems between enterprises and employees, so when dealing with problems, we need to think carefully and weigh the interests between enterprises and employees. Some people say that doing personnel is the most likely to offend people, so doing personnel should pay more attention to the relationship between oneself and employees, communicate with other employees more, make some jokes appropriately, be serious when working seriously, and talk and laugh more when relaxing after work. Don't keep a straight face when you are fine. There is always nothing wrong with smiling more! O(∩_∩)O Thank you

Question 7: What should I do if I am more and more confused about doing personnel work in small enterprises? Me too, but I just graduated. The company I am staying in now is run by a couple. Like you, there are great obstacles to implementing any policy. Moreover, I am a newcomer, and the leaders can't offend, nor can those old employees. Also very tangled!

Question 8: I have just been in charge of personnel recruitment in the company. What should I do? 1. Recruiters (new or vacant) must fill in the Personnel Demand Application Form (see attached table 1), which will be reviewed by the company's leaders in charge and sent to the company's office personnel supervisor for review to see if it meets the staffing and post requirements, and then reported to the company's general manager for approval and included in the company's recruitment plan. 2. The HR supervisor formulates the recruitment plan and job description according to the personnel demand application form, and cooperates with the planning department to select the appropriate media to uniformly release the public recruitment information or select the appropriate talents from the company's talent pool. 3. The employment of employees at all levels is based on the principle that their morality, knowledge, ability, experience and physique are suitable for their posts. Under the condition of not affecting the post work, pay attention to hiring disabled people and people with certain expertise. 4. Daily recruitment: the HR supervisor receives and makes an appointment for the candidates, guides them to fill in the recruitment form (see Table 2), investigates and verifies the authenticity of the information provided by the candidates, conducts an interview with the employer after preliminary screening, and finally reports to the general manager for instructions. Centralized recruitment: the personnel supervisor will conduct primary selection of candidates, and then the employer and company leaders will set up a recruitment assessment team, which will conduct centralized interview assessment and report the collective research opinions to the general manager for instructions. The positions of salespersons, security guards and cleaning staff of a commercial management company shall be determined by the person in charge of the unit, but shall not exceed the number of employees. In case of outstanding talents, the personnel supervisor can report to the general manager at any time and take summary procedures to avoid brain drain. 5. Probation personnel should report to the company office before taking up their posts, and they can only take up their posts after the personnel supervisor has conducted corporate culture education and pre-job company system training, and sent the Notice Form of Employee Probation (see Table 3) to the employing department. 6. Those who pass the probation period assessment (those who perform well can suggest shortening the probation period), after the probation period expires, the supervisor of the directly affiliated unit shall fill in the Notice of Employee Probation in time, which shall be signed by the probationer himself, reviewed by the personnel supervisor, reported to the general manager for approval, and go through the formalities of becoming a regular employee. 7. In case of poor performance during the probation period, the immediate supervisor should suggest extending the probation period or stopping the probation period, and sign an opinion on the notice form of employee probation period, which will be signed by the probation period himself and dismissed after being examined by the personnel supervisor. 8. If the employee is hired without authorization according to the above-mentioned prescribed procedures, the company will not recognize it and will not pay wages.

Please accept it, thank you!

Question 9: How to do a good job in enterprise human resources? Hello, I'm talking to you from the perspective of a human resources manager.

1. First of all, if you are in a factory, you must understand the relevant processes of product production.

2, more contact with people at the grassroots level, so as to grasp what they want, what are the shortcomings?

Be sure to plan everyone's career development. That's for sure. Otherwise, the brain drain is also very serious.

Also, you must understand the company's workflow, so that you can formulate effective strategies for the company's reference.

At the same time, you should set an example yourself. For example, your plan stipulates that you must take the lead in doing it well. Because it is not done well, others will have reasons not to implement it.

Do a good job in five aspects of human resource management in modern enterprises: first, according to the required personnel conditions determined by enterprise goals, through planning, recruitment, examination, assessment, selection and acquisition of the personnel needed by enterprises. Secondly, through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, thus forming a high degree of cooperation and coordination, giving play to collective advantages and improving the productivity and efficiency of the enterprise. Then through a series of management activities such as salary, assessment and promotion. Only in this way can we maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees have a safe, healthy and comfortable working environment in the workplace, thus enhancing employees' satisfaction and making employees feel at ease and satisfied with their work. There is also a comprehensive assessment, appraisal and evaluation of employees' work performance, labor attitude and skill level, which provides a basis for making corresponding decisions such as rewards and punishments, promotion and demotion, and staying. Finally, through employee training, job enrichment, career planning and development, the quality of employees' knowledge and skills can be improved, so that their labor ability can be enhanced and brought into play, personal value and contribution rate to the enterprise can be realized to the maximum extent, and the purpose of common development of employees and enterprises can be achieved. How to manage human resources well: first identify. HR should use essence one before criticizing subordinates. Put forward the advantages of the employee first, pave the way for criticism, and relax the pressure resistance before criticizing him. Remember: even the most considerate person doesn't like to point out what he did wrong. Recognize his 1-2' s excellent work first, and let him know that you appreciate him as a superior, so that he will sincerely accept criticism, otherwise he will hold back his grievances. Two: lead by example. It is necessary for human resource managers to establish prestige in front of their subordinates and set an example. Your manners, appearance, clothes, private life, and how to treat your wife and children. Will become a topic of discussion for subordinates. Sometimes you think things are strange, but it's true that good things don't go out and bad things spread thousands of miles. "Have you heard? He hit his wife last week. " A similar scandal will soon spread. Therefore, as a subordinate's boss, we must lead by example, be consistent in words and deeds, and be consistent in appearance. On the other hand, if the leader's behavior is not good, the subordinates will not have good behavior. Three: Cultivate one's own people. As a human resources manager, the human resources work you manage needs the strong support of the team. If you don't have your own people around you, it's always a discount. Cultivating one's own people does not require you to form gangs, but to cultivate subordinates who can do things for you, take the lead and solve problems. You can tolerate his shortcomings, encourage him to do things at ease, solve problems for you and trust him, so that you will have more opportunities to deal with other problems. Four: Do things with EQ. People who do human resources should have IQ, and more importantly, EQ. HR can communicate with people happily, handle emotions properly and be liked by people by using emotional intelligence management at work. In American business circles, most personnel directors believe that "IQ enables people to be hired and EQ enables people to be promoted". In today's increasingly fierce market competition, people who get the best results are often not people with high IQ, but people who can control their emotions. Five: create a harmonious environment. The human resource manager should stay in the enterprise for a long time and do it steadily, so that most employees will agree with you and benefit from human resource management at the same time. HR should be good at creating environment. If an enterprise or department has a harmonious and good soft environment, its members will have a positive working attitude and motivation. The harmonious environment of enterprises requires HR to establish a good communication mechanism, build a good organizational platform and design a more humanized management system, which has a significant effect on the behavior of managers and employees, especially their work attitude, job satisfaction, work performance, motivation and creativity. Six: Be a crystal ball HR manager. ......& gt& gt

Question 10: How about working in a human resource management company? If you go to a human resources company to do a job fair, there is pressure, because there is a recruitment task, which is urgent and heavy. If I do ordinary things, all enterprises should be similar, but because it is a company specializing in human resource management, I think I will learn a lot.