Second, establish the organizational structure of the company.

Three, clear job responsibilities and job responsibilities.

Fourth, formulate recruitment standards.

Fifth, make a training plan.

Sixth, formulate performance appraisal standards.

VII. Formulating salary and benefits.

For the above matters, it is necessary to establish corresponding processes to guide the actual work, and at the same time, pay attention to details and make all work memos to avoid leaving a bad impression on the company due to the omission of work mistakes.

The core of human resource management system is to fully understand and grasp human nature, ensure that everyone can do what they are best at, give full play to the role and value of employees in enterprises, and help enterprises choose and use suitable people, which is also the key to the success of enterprises.

The basic human resource management system includes:

1, recruitment and selection

2. Training and development

3. Performance management

4. Wages and benefits

5. Employee relations

The contents of the strategic human resource management system generally include:

Human resource planning system construction, organizational system design, post system construction, employee growth and development system construction, corporate culture system construction, employee satisfaction system construction, knowledge management system construction, etc.

The construction of human resource management system is the weathervane of enterprise human resource management, and the success or failure of systematic, professional and comprehensive human resource system construction is the key factor of human resource management.

Hello, the human resources system is nothing more than recruitment, training, salary and benefits, employee relations, performance and corporate culture. It seems simple, but should we focus on all six modules? How far should each module go? It is still necessary to combine the company's strategy, development stage and boss's expectations.

We should know that the ultimate goal of human resource system construction is to improve organizational efficiency and help companies achieve strategic goals, so how to build the system?

First of all, Mr. A has just joined the company and lacks in-depth understanding of the company's business and team. If we rashly carry out large-scale comprehensive human resources projects, it is easy to waste people's money. We might as well start with the pulse and get to know all aspects of the company in depth, which is also a key step to determine whether the construction of human resources system can be successfully implemented.

1, understand business:

For example, what is the company's strategic goal this year? What is the business process like? What are the challenges in business promotion? What is the current stage of development?

According to the information in the article, a company with 200 employees at present is likely to be in the initial stage if it has only been established for a few years. General companies will go through the initial stage, development stage, maturity stage and diversification stage, and the demand for manpower in each stage is different. The deeper you know the business, the more the human resources system can match the needs of the business, and naturally you can get the support of the business side.

2, understand the organization:

What is the organizational structure of the company and the systematic relationship between departments? What is the cultural atmosphere of the company? What are the shortcomings of talents in order to achieve strategic goals? What is the management ability of department leaders? Understanding organizational pain points can effectively plan human resources work.

3, understand the current situation of human resources work:

Before, the company didn't have a human resources department, and it was going to be separated from the administration. It can be speculated that the company's existing human resources foundation is relatively weak, and we can further understand the current human resources work, such as how many people are there in the team? What are they doing? To what extent?

4, understand the boss's expectations:

What is the boss's position on manpower? What problem do you want HR to solve most? What are the short-term and long-term expectations? What jobs don't meet the boss's expectations at present? After all, human resources work is inseparable from the support of the boss. Knowing the boss's expectations in advance can give you a good idea.

The means of understanding include not only documents, attending business meetings, interviewing key personnel, seminars, work observation, etc. When you feel that you can clearly judge the company's business challenges and organizational pain points, then promote the system construction.

The human resources system built on the basis of in-depth understanding of the system is in line with the company's own situation, not a standardized template, so I can't provide you with a specific system plan. The following logic is for reference only.

1, column frame: combined with the current situation of human work, which one can remain motionless? What needs to be optimized? What do you need to build from scratch? List your system framework.

2. Planning: To what extent should each module be completed? What is the time plan? For example, the recruitment module, has the demand been reorganized? How are you going to comb it? Do you want to do it through talent inventory? How to establish recruitment channels and plans? It is suggested that you list your plans and prioritize them according to the pace of business.

3. Communication: It is feasible to communicate with the boss after you have a plan. Try to be commercial. When communicating with business leaders, remember to use overly professional human resources terms to communicate, knowing that business leaders are most concerned about business goals. Let the other party feel that what you do is to support them, not to let the business side cooperate with your work. With the support of the boss and business parties, the process of system landing will be much smoother.

4. Build a team: As the head of the human resources department, you can't personally control every detail, so it is very important to have a reliable team. If you don't have full-time human resources staff now, you need to quickly recruit your own team, give them goals and support, and take them with you.

The particularity of building trust in human resources lies in that every step of its work involves human nature, not cold technical work. It is a continuous process from building the system to landing, and then to continuous optimization. This process is very important to gain the trust of the boss and the leaders of all departments. It can even be said that having trust is half the battle.

1. Talk to the boss more. Only by keeping a dialogue can you understand the boss's personality and style, needs and hopes. Listening and talking is also a process of building trust. Listening to the boss's ideas and helping him to supplement the organizational perspective will gradually build the cornerstone of trust and naturally get his support at work.

2. At the initial stage of employment, it is also a way to quickly build trust by helping business departments to solve people's problems. Then you need to find the intersection between the needs of the business side, the areas you are good at and the short period of time as your key direction.

For example, your recruitment, training and culture are all carried out at the same time, and the business side is most concerned about improving team morale. What you are best at is training and culture, so focus on the team culture atmosphere. In this process, communicating with the leaders of various departments, colliding and focusing on the needs, and choosing some ways that can be done immediately, even if it is from a small point, is also an opportunity to gain the trust of department leaders.

Human resource management system establishment table

The premise of developing a human resources system in a new company requires a clear understanding of the company's background, ideas and industry characteristics, as well as close communication and cooperation with sales, R&D and logistics teams ... all of which need to be accumulated bit by bit. On this basis, the human resource manager can build the system from the following points:

The first is the "human" aspect. Standardize the planning and process of selecting and retaining people, recruit talents suitable for the company's development and retain talents;

Second, the "thing" aspect. Improve the enterprise system to ensure the standardization and legalization of company employment;

Third, the "management" aspect. Master the professional knowledge of human resource management, build a human resource management mechanism, and further strengthen personnel management and operation.

If you are a new human resource manager, you can apply it to enterprise development while learning. In addition to self-study, you can also enroll in the mba class of human resources director to improve yourself. I hope the above answers are helpful to you.