Human Resources Management Professional Understanding Internship Report

Organizational unit: Department of Law and Politics, Anhui Institute of Architecture and Industry

Anhui Talent Exchange Center

Visiting subject: 05 HR Management Class 1 classmates

Visiting process: I am a teacher and student to take the school bus to the Anhui Provincial Talent Exchange Center.

Listen to the theme report in the Provincial Talent Center Conference Room: Wang Jing, Deputy Director of the Provincial Talent Center, Mr. Chen, Department of Marketing, and Xiong Jianxun, Director of the Marketing Department of the Provincial Talent Center, Fang Jiang, Director of the Training Department, and Yu Songbai, Director of the Personnel Agency Department, respectively. Keynote speeches were made in related fields such as personnel agency and talent dispatch.

My teacher led the students to visit the talent exchange hall of the Provincial Talent Center.

Internship purpose:

Professional understanding of internship is an important part of professional teaching. It is an important way to comprehensively implement elementary education and improve our comprehensive quality. It is our ability to understand society, adapt to society, understand the reality of professional work, cultivate analysis and solve practical problems. Have an important role. Human resource management is a discipline that is closely integrated with theory and practice. The related professional internships are a basic training practice that strengthens our human resource management theory and strengthens our technical proficiency in human resource management.

Through internship, let us contact the society, understand the society, get a preliminary understanding of the reality of human resources management, apply the knowledge we have learned to practice, and test and guide practice in practice, so as to cultivate our independent human resource management. The basic ability of work lays the foundation for future employment and human resources management.

Through internships, we will deepen our understanding of the party and the country's principles and policies, further strengthen our confidence in human resources management, enhance our sense of responsibility and mission, and improve our overall quality.

Experience:

Under the leadership of Teacher Chen and Lian, our 05 Human Resource Management Class 1 students came to the Anhui Talent Service Exchange Center. According to the prior arrangements of the relevant leaders of Mr. Chen and the Anhui Talent Service Exchange Center, we first met the talents in Anhui Province. The conference center of the service exchange center will give us a detailed explanation of the actual working conditions of the relevant departments of the center, and then Mr. Chen will lead us to communicate with the leaders. The internship really touched on the practical problems in human resource management. We were completely freed from the books, no longer full of illusions, recognized the gap between theory and practice, and also learned the way out of our profession. In particular, the students in the later period raised questions about some unclear problems and employment conditions in human resource management. The analysis of the leaders made us feel like a slap in the face.

The theme report of the center leader:

Director Wang Jing: I have made a detailed introduction on the situation of the talent exchange center. Including the nature of the provincial talent center, the organization, and the comparison with the brother provinces and cities, the development trend of the future talent center, the brand business of the province's talent center, etc. have been introduced in detail. Finally, Director Wang Jing threw out some of the problems facing the center.

The contradiction between public welfare tasks and insufficient funds. The provincial talent center belongs to the government's full-funded institutions. At present, the main trend of talent service is public service, and the situation of less tasks and more funds leads to great problems in work.

Compared with the brother provinces and cities, the gap between soft and hard is very large. Soft and hard hardware, including the construction area of ​​the center, office equipment, and the solidification of local concepts, are quite different from other provinces and cities.

The large environment created by the merger of the Ministry of Human Resources and Social Security has led to an urgent need to integrate the human resources market, mainly including the integration of the talent market, the labor market, and the graduate market.

Minister Yu Songbai: The main contents of the personnel file agency work, the characteristics of the personnel file work, the personnel files and the graduate personnel files have been analyzed and elaborated in detail. Personnel file agency refers to the provision of personnel files to transfer, collect, organize and apply services, mainly characterized by political, public welfare and service. The personnel file, also known as the cadre file, is the original material for recording the personal deeds of the cadres. It is the main basis for the selection and use of state cadres. The graduate's personnel file can be transferred to the location of the work, the location of the school, return to the original origin or return to the city management.

Minister Fang Jiang: I made a detailed introduction on what is personnel dispatch, why personnel dispatch and how to carry out personnel dispatch. Talent dispatch is also called talent leasing, mainly for large state-owned enterprises or state organs and institutions. The talent dispatch mainly involves the employer, the employer and the laborer. The labor contract between the employer and the laborer, the dispatch agreement between the employer and the employer maintains the tripartite relationship.

The wonderful speeches of the leaders of the center won a burst of applause from the students.

Finally, Mr. Chen had a profound exchange on the issues that everyone was concerned about and their personal experience and the leadership of the center. And encourage everyone to ask questions to leaders on topics of interest to you. Among them: Xu Zhongtao, Wang Shunli, Li Wenwen, Dai Quanwei, Wu Qiang and others raised their own questions to the leaders, and the center leaders gave a satisfactory explanation. Won the warm applause of the students. Due to the time, the entire internship was over in a tense and orderly process.

A little immature idea about the problem thrown by Director Wang Jing of the Provincial Talent Exchange Center:

First of all, the contradiction between public welfare tasks and insufficient funds. We all know that units below 500 people rely on relationship management, and units with more than 500 people rely on the principle of system management. This principle can introduce contradictions for multi-task and less funds, that is, rely on institutionalized management. Therefore, I think that "self-service" human resource management is a good way to solve problems. The specific approach is roughly to standardize, program, and format the work of human resources management, so as to achieve self-service services for human resources management.

Compared with the brother provinces and cities, the gap between soft and hard is very large. This is a common problem faced by our central provinces and cities. West is not only in Yunnan, but East is not in Jiangsu and Zhejiang. It should be roughly controlled from the source and use of funds. The way to solve the problem is to cooperate with the provinces and cities with better conditions to save the resources and realize the sharing of hardware resources. Regarding the source of funds, Mr. Chen pointed out that the diversification of operations is considered to be a better solution.

The large environment created by the merger of the Ministry of Human Resources and Social Security has led to an urgent need to integrate the human resources market, mainly including the integration of the talent market, the labor market, and the graduate market. "Crushing and re-integration" I want to say that it is very difficult to communicate. At this stage, I think that the more effective method is to formally integrate first, but still operate according to the original market model, summing up the basis of the commonality of the three markets. On the difference between the differences, after the transition period, the integration of the three markets is finally realized.

The above points are my own immature ideas for the three questions raised by Director Wang Jing. The details of the operation are not detailed.

I feel that I have benefited a lot from this internship. The leaders of several provincial talent exchange centers have vivid speeches and profound content. They are not limited to the knowledge of books we usually learn. All students are human resources. The future of management is full of confidence and expectation. In the face of current problems in human resource management, we have the confidence to deal with them, and these will all be the beginning of our career.

Student: Liu Ruichao, June 22, 2008