Corporate Human Resources Department Responsibilities

Part 1: The duties of each position of the company's human resources department

Human Resources Manager

Job responsibilities:

1. Provide professional human resources management and consulting services for all departments and all employees of the company;

Second, recruit and deploy suitable personnel for all departments of the company, specifically responsible for the recruitment of middle and high-level personnel, and other personnel only to review;

3. Review the handling and management of labor relations of all personnel of the company;

4. Reviewing the payment and payment of salary and benefits;

5. Coordinating the labor disputes arising from the work;

6. Coordinate the training of employees so that they have the knowledge and skills required for their positions;

7. Review the training situation, training rewards and punishments and other training matters;

8. Provide human resources policies, regulations, and institutional consultations for all departments and all employees;

9. Promote, implement and implement the human resources management plans, projects and policies of the company headquarters/business unit/this branch;

X. Review the organizational structure and staffing of each department;

XI. Formulate a series of human resource management systems and supervise the implementation of various departments so that the company has sound and effective human resources policies and management processes and ensure effective implementation;

12. Overall control of labor costs and effective cost savings;

XIII. Create internal incentives to develop talents and explore potentials through training;

14. Performance management, establish an effective incentive mechanism for survival of the fittest, and deal with relevant performance management issues;

15. Review performance appraisal, conduct performance appraisal results analysis, and answer relevant performance management issues related to performance appraisal;

16. Staff training in the department to establish a strong and professional human resources management team;

17. Leading the work of the temporary assignment.


Personnel manager

Job responsibilities:

1. Personnel recruitment, talent reserve, recruitment, rectification, change, resignation and other related personnel work shall be handled specifically;

2. The specific management of personnel files and information materials;

Third, the specific management of labor relations and labor contracts;

4. Personnel related statements, data, and basic information are completed;

5. Assist in the formulation of personnel systems, personnel processes, revisions and implementation;

6. Newcomer induction training courses;

7. Preparation of factory personnel and training statements;

8. Assist in the organization and establishment of personnel, control and control;

9. Development of training needs surveys, training plans and training budgets;

X. Development or introduction of training courses and collection of training resources;

11. Tracking, evaluation and training audit of the organization, implementation and training of training courses;

12. Training materials collection, management and sharing;

XIII. Staff training file establishment and training record statistics;

14. Recruitment-related work, specifically responsible for the recruitment of personnel below the middle level;

15. Performance appraisal related work shall be responsible for the specific review of the results of the appraisal, assist the manager in the analysis of performance results, and answer questions related to performance;

16. Assist the manager to provide human resources services and related personnel management policy consultation to the departments and employees within the company;

17. Leading the work of the temporary assignment.


Salary commissioner

Job responsibilities:

1. Responsible for calculating and distributing the salary of company personnel;

2. Responsible for the calculation and issuance of company employee benefits;

3. Responsible for the verification and modification of the company's personnel social insurance and provident fund;

4. Assist the manager in the control, analysis and labor productivity of the company's labor costs;

5. Attendance statistics, management, leave formalities, overtime management;

6. Responsible for the collection of factory bonus data and the distribution of bonuses;

7. Responsible for the data entry of factory attendance deduction, overtime pay, reward and punishment, performance bonus, etc.;

8. Keep in touch with each other's external windows of the Inland Revenue Department and public relations;

Nine, factory employees accidental injury insurance handling, increase and decrease of transaction handling;

10. Archive and keep documents such as department files, notices, and systems;

XI. Assist the manager to provide human resources services and related personnel management policy consultation to the departments and employees within the company;

12. Leading the work of the temporary assignment.


Personnel commissioner

Job responsibilities:

1. Personnel procedures for the recruitment, conversion, change, and resignation of sales company personnel;

2. The specific management of the personnel files and information materials of the sales company;

Third, the specific management of the labor relations and labor contracts of the sales company;

Fourth, sales company attendance statistics, management, leave procedures, overtime management;

5. The personnel company related statements, data and basic information of the sales company are completed;

6. Responsible for the company's social insurance, the approval and alteration of the provident fund, and the handling of the annual labor inspection;

7. All employees' work-related injuries shall be handled externally;

8. Assisting the personnel supervisor in the training of sales company employees;

9. Summary of monthly assessment results of sales personnel;

X. Sales company tally staff, temporary workers, etc. to the agency business contacts;

XI. Distribution of expatriate allowances for sales companies, depreciation of locomotives for business personnel and subsidies;

12. Mediation and handling of labor disputes;

XIII. The issuance of employee benefits and the congratulations of birthday staff and the presentation of birthday cakes;

14. Assist the manager to provide human resources services and related personnel management policy consultation to the departments and employees within the company.


Part 2: Model responsibilities of the company's human resources department

1. Responsible for the implementation of comprehensive labor wage management within the company, responsible for handling the review of new employees, recruitment and training of new types of work, new positions, responsible for arranging the training of employees of foreign units, and coordinating with relevant departments to arrange employee business training.

2. Responsible for the preparation of the annual labor plan, the salary fund plan and the seasonal and monthly salary fund adjustment plan, and report to the higher authorities for approval.

3. Responsible for handling the staff transfer and the management of the full-time labor contract system. Responsible for the formalities of the use of temporary workers, seasonal workers, outsourcing workers and file management.

4. Responsible for the promotion of employees, the adjustment of wages, and the grading of new recruits.

5. Lead the development of job quotas and labor quotas, improve labor mix, improve labor productivity, do a good job in enterprise two-level labor market management, and resettle surplus personnel.

6. Responsible for handling the endowment insurance work of employees.

7. Responsible for supervising the implementation of the "Attendance System" and other factory regulations, reviewing the implementation of labor discipline with the relevant departments, proposing the handling opinions of disciplinary employees, and implementing the company's decision.

8. Responsible for reviewing the approval procedures for various fakes, and doing a good job of reviewing wages, allowances, subsidies, and overtime pay.

9. In conjunction with the departments of safety and technology management, formulate and revise the standards for the issuance of nutrition fees, and work with relevant departments to do the labor appraisal of occupational disease patients, and actively do a good job in post adjustment and resettlement.

10. In conjunction with the relevant departments, formulate standards and methods for the issuance of labor protection products, and organize their implementation.

11. Responsible for the assessment, hiring and appointment and dismissal of the company's general management cadres. Manage the company's personnel files and handle the transfer and reading work as required.

12. Approve and approve the changes in technical work types, special types of work, and key personnel positions, and cooperate with the technical training, assessment, and certification of special types of work.

13. In accordance with relevant state regulations and policies, the relevant departments will properly resettle retired employees, do a good job in the work of employees due to work-related deaths, and provide labor protection for immediate family members.

14. Responsible for the management of the company's middle-level cadres in education, training, inspection, and use. Responsible for the establishment, inspection, cultivation and use of the company's middle-level reserve cadres.

15. Responsible for the preparation and implementation of the long-term plan and annual plan for employee education and job training, and coordinate, guide and supervise the company's various trainings. Leading all kinds of training courses, and carrying out special education with relevant departments, responsible for the continuing education assessment and professional title management of professional and technical personnel, and responsible for the management of on-the-job employees who have gone out for training, training and off-the-job study for more than one year.

16. Assist company leaders and relevant functional departments in formulating rules and regulations for internal supervision and management.

17. Complete other tasks assigned by the company's leaders.


Part 3: Responsibilities of the Human Resources Department of the company

1. Responsible for the implementation of comprehensive labor wage management within the company, responsible for handling new employee review, recruitment and training of new types of work, new positions, responsible for arranging the work of the foreign workers, and coordinating with the relevant departments to arrange employee training.

2. Responsible for the preparation of the annual labor plan, the salary fund plan and the quarterly and monthly salary fund adjustment plan, and report to the higher authorities for approval. 3. Responsible for handling the staff transfer and the management of the full-time labor contract system. Responsible for the formalities of the use of temporary workers, seasonal workers, outsourcing workers and file management.

4. Responsible for the promotion of employees, salary adjustment and new recruits to the positive rating.

5. Lead the development of job quotas and labor quotas, improve labor mix, improve labor productivity, do a good job in the management of the two-level labor market, and resettle surplus personnel.

6. Responsible for handling the endowment insurance of employees.

7. Responsible for supervising the implementation of the "Attendance System" and other factory regulations, and the relevant departments to check the implementation of labor discipline, to raise the handling opinions of disciplinary workers, and to implement the company's decision.

8. Responsible for reviewing the approval procedures for various fakes, and doing a good job of reviewing wages, allowances, subsidies, and overtime pay.

9. In conjunction with the departments of safety and technology management, the standards for the issuance of nutrition fees will be formulated and revised. The relevant departments will be responsible for the labor appraisal of occupational disease patients, and actively adjust and resettle their posts.

10. In conjunction with the relevant departments, the standards and methods for the issuance of labor protection products shall be formulated and implemented.

11. Responsible for the assessment, hiring and appointment and dismissal of the company's general management cadres. Manage the company's personnel files and handle the transfer and reading work as required.

12. Approving changes in technical work types, special types of work, and key personnel positions, and cooperating with technical training, assessment, and certification for special types of work.

13. In accordance with relevant state regulations and policies, the relevant departments will properly resettle retired employees, do a good job in the work of employees due to work-related deaths, and provide labor protection for immediate family members.

14. Responsible for the management of the company's middle-level cadres in education, training, inspection, and use. Responsible for the establishment, inspection, cultivation and use of the company's middle-level reserve cadres.

15. Responsible for the preparation and implementation of long-term plans and annual plans for employee education and job training, coordination, guidance and supervision of the company's various training. Leading all kinds of training courses, and carrying out special education with relevant departments, responsible for the continuing education assessment and professional title management of professional and technical personnel, and responsible for the management of on-the-job employees who have gone out for training, training and off-the-job study for more than one year.

16. Assist company leaders and relevant functional departments in formulating rules and regulations for internal supervision and management.

17. Complete other tasks assigned by company leaders.


Chapter 4: Responsibilities of the Human Resources Department of the Enterprise

The HR department is a company's coordinating department that has access to almost all departmental personnel. Therefore, its operation is quite challenging, and its arrangement for employees directly affects the operation of various departments. Therefore, it is essential to develop a complete and feasible human resources plan.

1. Develop a job preparation plan

According to the enterprise development plan, combined with the content of the job analysis report, the job preparation plan is formulated. The job preparation plan describes the organization structure, job setting, job description and job qualification requirements. The purpose of developing a job preparation plan is to describe the scale and mode of the organization's future organizational functions.

2. Develop a staffing plan

According to the enterprise development plan, combined with the enterprise human resources inventory report, the staffing plan is formulated. The staffing plan describes the number of personnel in each position of the company, the change in the position of the staff, and the number of vacancies in the staff. The purpose of developing a staffing plan is to describe the number and quality of the company's future personnel.

3. Forecasting staff needs

Use forecasting methods to predict staff demand forecasts based on job preparation plans and staffing plans. The personnel needs should clarify the job title, the number of personnel, and the time of arrival. It is best to have a sub-list that identifies the number of employees, recruitment costs, skill requirements, job categories, and the number and level of managers required to accomplish organizational goals. In fact, forecasting staff needs is the most difficult and important part of overall human resource planning. Because it requires a creative, highly engaged approach to dealing with future operational and technical uncertainties.

4, determine the personnel supply plan

The personnel supply plan is a countermeasure plan for personnel needs. It mainly describes the way of personnel supply, the internal mobility policy of personnel, the external mobility policy of personnel, the access methods of personnel and the acquisition of implementation plans. By analyzing the number of people in the past, the structure and composition of the workforce, and the flow of people, age changes, and employment, it is possible to predict the supply at a particular moment in the future. The forecast results outline the current state of human resources and the future developments in the areas of mobility, retirement, elimination, promotion and other related aspects.

5. Develop a training plan

In order to improve the quality of existing employees and adapt to the needs of enterprise development, it is very important to train employees. The training plan includes training policies, training needs, training content, training forms, and training assessments.

6. Formulate a human resource management policy adjustment plan

In the plan, the adjustment reasons, adjustment steps and adjustment scope of the human resources policy during the planning period are clearly defined. These include recruitment policies, performance appraisal policies, compensation and benefits policies, incentive policies, career planning policies, employee management policies, and more.

7. Prepare the human resources department's expense budget

It mainly includes the budget for recruitment expenses, training expenses, welfare expenses, etc.

8. Risk analysis and countermeasures of key tasks

Every enterprise may encounter risks in human resource management and management, such as recruitment failure, new policies causing employee dissatisfaction, etc. These events are likely to affect the normal operation of the company and even cause a fatal blow to the company.

After the preparation of the human resources plan, it is necessary to actively communicate with the department managers, modify them according to the results of the communication, and finally submit them to the decision-making level of the company for approval. Once adopted, the plan is executed in strict accordance with the plan, and can be adjusted as appropriate to cope with the change.


Part 5: Responsibilities of the Human Resources Department

First, the rules and regulations

1) Implement relevant laws and relevant regulations and systems at the higher level;

2) Responsible for formulating the company's internal management system and organizing implementation.

Second, labor and employment

1) Undertake the staffing of the company's various departments, be responsible for the establishment of the company's labor quota, the rational use of labor and balance adjustment work, in order to maximize labor productivity;

2) Undertaking the recruitment and distribution of new recruits of the company;

3) Undertaking staff's internal adjustment, external adjustment and temporary employment;

4) Undertaking the employee's labor contract to sign, renew and cancel the work;

5) Undertake the company to accept labor dispatch and some staff personnel agency work.

Third, wages, assessment rewards and punishments, selection and employment

1) Prepare the company's annual, quarterly, and monthly labor wage plans and organize implementation after approval. In accordance with the provisions of the higher authorities, summarize the statistical reports on time and implement various labor and wage policies;

2) Do a good job in monthly salary, quarterly report and annual report;

3) Review and handle the grading and adjustment of employees;

4) Do a good job in the management of assessments, inspections, and selection of cadres and employees, and handle the hiring, resignation, and dismissal of cadres;

5) Strictly implement the company's Interim Measures for the Administration of Awards and Punishment.

Fourth, technical titles

1) Undertaking the declaration and review of the technical titles of various personnel of the company;

2) Review and handle the changes in the types of work and technical level of employees, and undertake the evaluation and appointment of technical positions of the company.

V. Personnel files

1) Responsible for the organization, filing and management of personnel files;

2) Strictly implement the personnel file lending management system.

Sixth, training and education

1) Responsible for the formulation and implementation of the annual plan for the education and training of the company's employees;

2) Responsible for the organization and summary of the company's training needs.

Seven, social insurance

1) Responsible for the formulation and implementation of the insurance work plan;

2) Responsible for the examination and approval of insurance matters;

3) Responsible for the withholding of insurance funds;

4) Assist in handling various insurance claims for employees;

5) Responsible for other insurance matters.

Eight, safe production

1) Responsible for the control of the company's annual safety production plan development and implementation process;

2) Do a good job in the assessment, inspection and guidance of the company's safety production;

3) Responsible for the implementation of the company's 18001 occupational health and safety management system;

4) Do a good job in the company's annual safety production assessment and evaluation work. 9. Legal system construction

1) Responsible for the collection and publicity of the company's applicable laws and regulations, and urge the relevant departments and units of the company to implement them;

2) Do a good job in the company's legal work;

3) Do a good job in the management of the company's lawsuits;

4) Do a good job of 12.4 Legal Publicity Day.

X. Retirement management

1) Do a good job in the “political and living” treatment of retirees.

XI. Other matters

1) Do a good job in communication and coordination between the department and the superior, the same level and the lower level;

2) Complete other tasks assigned by the leadership.