Unit personnel commissioner introduction letter

Part 1: Introduction of the unit personnel commissioner letter

Along with the ringing of the New Year's bell, we are welcoming a new and full of expectations. Looking back at the work and life of XX, I feel the tremendous changes that have taken place in the company and the people around me. Our brand is rapidly improving, and colleagues around us are constantly improving and striving toward the same goal. The new year has come, and it has brought new challenges. As we prepare to welcome the New Year with a new look, we will not forget to review and summarize the efforts made in the past year.
It has been a year and a half since the establishment of the Human Resources Department. It is a great honor for me to participate in the growth of the Human Resources Department. From scratch, from the initial imperfections, to the maturity of today.
Since XX, the team of the Human Resources Department has grown stronger and introduced professional talents. The professional level has been greatly improved. The construction of human resources is gradually becoming standardized, and the functions are gradually being reflected.
The company's leaders are extremely concerned about the construction of the Human Resources Department, which is undoubtedly the biggest intensive agent for colleagues in the Human Resources Department. In the past, you may feel a bit strange about the term “human resources”. I don’t know where the company’s real intentions are. Through the concerted efforts of all of us this year, we have gradually gained recognition and support from the vast majority of people in all departments of the company.
In the first half of the year, due to the shortage of staff in the department, some work could not be carried out. It has been doing basic work. Since the position of Director Mo in the first half of this year, the work of the Human Resources Department has been sorted out, and the duties of each person have been clarified, so that the division of labor is more detailed. The current work summary for this year is as follows:
1. Collect and manage the personnel files and other materials of the company's employees to make them more perfect, maintain the integrity of the company's files, and provide more accurate information for future analysis. Because the archives involved the company's confidentiality, I maintained a high degree of vigilance and a strong sense of conservatism. Assist the superiors in mastering the human resources situation; fill in and analyze various personnel statistics reports.
Provide accurate information for HR planning work.
2. Responsible for managing employee labor contracts, handling labor and related procedures; so far, the labor contract signing work is not particularly smooth, mainly because the marketing department has scattered business personnel and fewer opportunities for concentration, often The rush has come and gone, causing some business personnel to fail to sign the labor contract. The plan is to win the opportunity of the New Year and complete the contract signing work.
Third, in combination with the company system and national regulations to manage employee attendance and vacation management, accurate attendance reports are issued on a monthly basis.
Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the credit card method. Since some employees have not been able to adapt to the new attendance method, the effect has not been good. This year, the Ministry of Human Resources deliberately reaffirmed the attendance of this issue, and improved the attendance system after discussion with the technical staff of the General Management Department. However, due to the different nature of the company's many jobs, employees' working hours often require flexible management, but it is still not very good. Satisfactory attendance data, but in order to prevent some employees from "exaggerated", as the end of the unfairness of attendance, the attendance system needs to be more perfect.


Chapter 2:

** City Labor Bureau Human Resource Manager Professional Qualification Training Human Resource Manager Certificate
Once again, I systematically studied the knowledge and skills of each module of human resources management. After the training, I passed the vocational qualification examination organized by the Ministry of Labor, and obtained the professional qualification certificate. Combined with the actual work, the actual operation of human resources management. Have a deeper and more systematic understanding.
2004/06—2004/08:
** City Labor Bureau Assistant Human Resource Manager Professional Qualification Training Assistant Human Resource Manager Certificate
The human resources management experts invited by the Municipal Labor Bureau gave training and systematically learned the knowledge and skills of each module of human resources management. After the training, they passed the vocational qualification examination organized by the Ministry of Labor and obtained the professional qualification certificate. It has laid a good theoretical foundation for the future practice in combination with practical work.
2003/06-2003/06:
**Quality Certification Consulting Co., Ltd. ISO9001 quality management system training in the company accepted the ISO quality management system experts to systematically train the quality system, understand the basic elements and processes of quality management, and made a smooth implementation of the company's ISO9001 quality system Work accordingly and work hard to effectively implement the management system within its scope of responsibility.
2003/05-2003/06:
**English Chinese Network English Training
Organize all employees of the company to receive oral English training, actively communicate with the training institutions, cooperate with the foreign teachers to design teaching programs, and carry out targeted teaching according to the employee's language foundation, so that employees of different English levels can get the corresponding language skills, and they themselves Have gained valuable training and organization work experience.
2002/05-2002/05:
Company induction training
Receive induction training, learn about the company's main rules and regulations, familiar with departmental workflow, etc.
Vocational skills foreign language:
English: Good
certificate:
2005/012 Professional Qualification Certificate: Human Resource Manager 72+67
2004/08 Vocational Qualification Certificate: Assistant Human Resource Manager 81+73
2003/010 Assistant Economist Qualified Self-evaluation
5 years of personnel management experience, familiar with labor laws and regulations, combined with work practices to master the business skills of various aspects of human resources management such as recruitment, employee training, social security management and performance appraisal.


Chapter three:

Personnel Administration Department Recruitment Commissioner's job description
Job title:
Recruiter's job number:
Directly superior:
Department of Personnel Administration Department:
Personnel Administration Department post purpose:
Under the guidance of the company's employer plan and the standard of employing people, it is responsible for the recruitment of employees of the company, and completes the training of new employees with quality and quantity.
Work content:
1. Internal management organization and job setting:
Participate in the formulation of the company's organizational restructuring plan;
Manage and organize the revision of job descriptions for each position according to the company's organizational structure adjustment plan;
Recruitment and new employee development:
Collect and organize recruitment channels;
Under the guidance of the department manager, responsible for implementing the company's annual/quarterly recruitment plan;
Responsible for the entry procedures for new employees;
Responsible for coordinating the implementation and preparation of new employee training related materials, and archive and save;
Responsible for organizing and coordinating new employees' on-the-job training and on-the-job training during the probation period, and implementing the recruitment objectives;
Responsible for completing the assessment and follow-up of new employee induction training;
Employee communication
Responsible for the establishment and daily maintenance of the company's internal communication platform;
The report is responsible for proposing improvements and suggestions on the status of recruitment;
Responsible for making recommendations on the company's labor cost status;
Submit the personnel structure analysis report regularly, and make recommendations on the matching status of personnel in all departments of the company;
Responsible for the handling of employee turnover in all departments of the company;
Complete other tasks assigned by the superior.
Permissions:
The right to propose the company’s personnel;
The company’s staff recruitment program has the right to make recommendations;
The right to propose changes to the company's compensation and welfare related policies.
Supervised by the superior: accept written and oral guidance from the Personnel Administration Manager.
Peer-to-peer communication: Coordination with various departments of the company.
Guidance to the lower level: none
Job qualification requirements:
Education background:
Bachelor degree or above, major in business management
experience:
More than 2 years relevant work experience


Chapter 4:

First, the overall goal
According to the work situation and shortcomings of the current year, combined with the current development status and future trends of the company, the Ministry of Administration plans to carry out the work of xx years from ten aspects:
1. Further improve the company's organizational structure, identify and distinguish the powers and responsibilities of each functional department, strive to achieve the scientific application of the organizational structure, and no longer make major adjustments in three years to ensure that the company's operations operate in the existing organizational structure. .
2. Completing the work analysis of each position of the company's various departments, providing a scientific basis for talent recruitment and evaluation of salary and performance appraisal;
3. Complete daily administrative recruitment and configuration;
4. Implement salary management, improve the salary structure of employees, and implement a scientific and fair salary system;
5. Fully consider employee benefits, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employee ownership and dedication, and enhance corporate cohesion.
6. Based on the existing performance appraisal system, refer to the performance appraisal method of advanced enterprises to achieve the perfection and normal operation of the performance appraisal system, and ensure that it is linked to salary. Thereby improving the authority and effectiveness of performance appraisal.
7. Vigorously strengthen the training of staff's post knowledge, skills and quality, and increase the intensity of internal talent development.
Second, labor relations:
1. Responsible for checking monthly employee attendance, monitoring employee time efficiency and execution plan.
2. Employee employee injury management, handled 5 employee injury identification and reimbursement work and established the company's work injury handling mechanism.
3. Conduct employee exit interviews and analysis of the reasons for leaving the company, handle employee dismissal and expulsion, and maintain the company's image.
4. Organize family planning inspections, apply for residence permits, etc. and establish good communication with local government departments such as labor bureaus and labor inspections.
5. Responsible for the company's collective account management and annual labor review and annual review of disabled persons.
3. Responsible for guiding the work of the recruiting commissioner and the labor relations commissioner.
Improvement: Since joining the company, it has contacted the complete human resources work such as employee recruitment, new employee induction training, work injury treatment, performance appraisal, corporate culture and employee relations, and the application and work of human resources in the enterprise. The relevance has a deeper understanding and understanding, and has improved personal professional skills.
200x—200x
*** Limited Personnel Specialist
Responsibilities and performance:
1. Publish recruitment requirements, screen resumes, conduct preliminary tests and make assessments.
2. Responsible for handling the change procedures of employees' entry, rectification, transfer, and resignation; sorting out and perfecting personnel file materials, making and signing labor contracts; handling social insurance; reviewing employee attendance and entering the K3 system.
3. Responsible for follow-up to arrange public class training and separate new employee induction training.
4. Cooperate with the administrative personnel department manager to do the editing and distribution of the company's internal magazines.
5. Conduct internal job investigations and prepare the company's "jobs".
6. Main achievements: Independently complete the company's food safety testing and packing projects, including temporary workers recruitment, work arrangements, and wage settlement.
7. Harvest: In the year of ***, he participated in the process of hiring, training, performance, labor relations and other human resources modules and the preparation of the "Employee Handbook". Carry out general personnel work independently and assist the president's human resources team to complete routine administrative work.
200x—200x
*** Limited Personnel Specialist
Responsibilities and performance:
Mainly responsible for receiving interviews, handling entry, change, resignation and other procedures and management personnel files, as well as simple training for new employees, social insurance, statistical attendance at the beginning of the month. At the same time, it has contacted some administrative work, including the daily affairs management of canteens, dormitories and office supplies. A preliminary understanding of the application of human resources in the enterprise.
Professional skills and specialties:
1. *** years of recruitment and labor relations work experience;
2. The theoretical knowledge of the system is currently being trained by the human resources manager of the enterprise.